How do I Create an Employee Training Program?

by Matt McKay

There are many ways to create an employee training program, but even the simplest program requires time and money. Fortunately, there are tips and resources available that will help even the smallest businesses develop a program on a tight budget. Training is an investment in your business and staff that will provide lasting returns in productivity and profits, but only if it is well-planned and implemented. Business owners and managers must make a commitment to any new training program and create an atmosphere and culture of ongoing employee and business improvement.

1. Assess training needs by defining company needs and goals. Based on these needs and goals, identify position-related goals and the skills necessary for the employee to achieve these goals.

2. Separate trainings into soft and hard skill categories. Soft skills are trainings on topics such as customer service, policies, harassment, diversity, safety and other general information trainings. Hard skills are those used to complete a specific task, such as machine operation or specific job procedures.

3. Create a training matrix on paper or a computer spreadsheet that lists employee names, job titles and all trainings available. Placing scheduled training dates next to the employee's names for each training will allow you to use the matrix as a scheduling and tracking guide.

4. Match employees with trainings that suit their specific jobs. Some general information trainings should be assigned to every employee on the training matrix.

5. Designate an in-house training coordinator or team to help develop and create your program; take advantage of the many resources available online. You may also choose to hire an independent training company to develop your program. The coordinator or team leader will oversee all training programs.

6. Implement your training program with all new hires during their orientation, especially those trainings related to safety and policy. Arrange for current employees to attend trainings as needs arise or schedules allow.

7. Follow through with your training program. Now that you've spent time and money getting it prepared, your goal is to get each employee trained as quickly as possible.

8. Monitor your training program regularly by obtaining employee feedback and comparing department "before and after" training productivity statistics. It's okay to tweak and modify trainings as the program progresses.


  • Trainings don't have to be elaborate multi-media presentations with professional trainers. If your budget is small, a designated employee presenting information on printed handouts will suffice.
  • Training program development can take time. When creating your training program, weigh the costs between doing it yourself and hiring a professional.
  • Conduct training in a designated room away from office or workfloor distractions.


  • Consult state and federal laws and recommendations governing trainings on safety, workplace harassment and other state-mandated topics. Failure to provide trainings on specific topics may result in state, federal or civil legal action under certain circumstances.
  • Make sure all company officials and managers are on-board with the information provided during training. If training does not mirror operations and expectations, you've wasted money and employee morale will be negatively affected.

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