All-in-one employee training plan template

In 2023, small businesses spent US$1,100 per employee on training. (1) However, 78% of CEOs feel that the talent shortage is reaching crisis levels. (2)

HR managers are tasked with aligning employee training programs with both business and career goals. They also need to balance building scalable training processes with providing personalized employee training experiences. The ask is contradictory and requires a strong and structured approach.

Using an employee training plan template ensures thorough training, saves time, maintains consistency, and adapts effortlessly to diverse roles within your team.

In this guide, we provide the core elements for creating adaptable training plans.

1. Statista, 2023
2. Gartner, 2023

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Core components of the employee training plan template

Using a structured framework like the ADDIE model, you can align your training plans with your company’s goals, leading to real, measurable success for your team.

ADDIE includes Analysis, Design, Development, Implementation, and Evaluation.

Many frameworks can be useful when designing an employee training template. These include the Successive Approximation Model (SAM), the Dick and Carey Instructional Design Model, and the Kemp Design Model.

Below, we’ll walk you through each step in building your training program.
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Analyze & set goals for your employee training plan

Start by conducting a pre-training needs assessment. Tools like Leapsome Learning can help you understand what your employees need, ensuring your learning objectives are data-driven and tailored to your team.

Next, set your training objectives. Whether this is a 30/60/90 day onboarding training program, or even something specific like training the sales team on the newest sales methodology to remain competitive — you’ll want a clear idea of what “after” looks like.

Once these goals are set, work backward to design the rest of the employee training plan.

Ideally, your training plan goals should be SMART (Specific, Measurable, Achievable, Relevant, Time-Based).

Write your SMART goal statement down, being sure to add the reason that this goal contributes to the business. Here are a couple examples to inspire you.

• Customer service training — Increase customer satisfaction scores by 20% within six months by training staff in advanced conflict resolution and customer engagement strategies, enhancing brand loyalty and repeat business.
  
  
• Software proficiency — Achieve 90% proficiency across the team in our new CRM software within three months through comprehensive hands-on training and weekly progress assessments, improving data management and customer interactions.

Once you understand existing gaps and have your goals set, you’re ready to start designing your structured training program.
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Design the training program content outline

In the design phase, you’ll specify learning outcomes, structure content, design assessments, and choose delivery methods for your training curriculum.

At this point, decide if you’re creating a customized training plan for the individual employee or a more generalized one. Remember, 91% of employees want their training to be personalized and relevant.

Tools like Leapsome Learning can help tailor and streamline this process to make it more scalable.

“Development-wise, my go-to process is the ‘bite, snack, meal’ approach — starting with a summarized key point, followed by a more detailed explanation, and finally, thorough exploration. Aiding digestion of complex concepts this way has significantly improved trainee engagement and knowledge retention.”

‍— Anna Williams, HR Director of DigitalSilk

Below is an example of how you might outline your employee training plan.
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Course outline

Module 1 — [Module Title]

Lesson 1 — [Lesson Title]

• Learning outcome — [Describe what the learner will be able to do or understand after this lesson]
• Teaching method — [e.g., Lecture, Interactive, elearning]
• Duration — [e.g., 30 minutes]
• Materials needed — [i.e., resources such as slides, tools, and reading materials]

Continue as necessary for additional lessons within the module
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Module 2 — [Module Title]

Repeat format from Module 1 for consistency
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Assessment strategy

• Type of assessment — [e.g., Quiz, Practical Exam, Peer Review]
• Purpose — [Explain how this assessment will measure the learning outcomes]
• Frequency — [Detail when assessments will occur, e.g., end of each module]
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Media and materials

• Media usage — [Detail types of media to be used, e.g., videos, interactive simulations]
• Required reading — [List any textbooks, articles, or documents participants need to read]
• Supplementary materials — [Include any additional resources, like guest lectures or external workshops]
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Interaction and engagement strategies

• Discussion formats — [Describe how discussions are facilitated, e.g., forums, live chats]
• Group activities — [Outline any collaborative tasks or projects]
• Hands-on practice — [Detail opportunities for practical application of skills learned]
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Feedback mechanisms

• Instructor feedback — [Describe how and when instructors will provide feedback on assignments and assessments]
• Peer feedback — [Outline peer review processes if applicable]
• Self-assessment — [Include opportunities for learners to evaluate their own progress]
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Employee training schedule & timelines

Most companies offer their employees seven or more learning days per year. You’ll want to ensure your team can complete the training without feeling overwhelmed, but also fit in enough to get a good return on your investment.

In this section, map out the employee training schedule:
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Overall program timeline

• Start date — Define the kickoff for the training program.
• End date — Specify when the learning process is expected to conclude.
• Milestones — Identify key milestones within the employee development plan, such as the completion of major modules or assessments.
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Module-specific timelines

• Duration — Outline the expected duration for each module or session.
• Sequence — Detail the order in which modules will be presented and any dependencies between modules.
• Buffer time — Include extra time to accommodate any unforeseen delays or in-depth exploration of complex topics.
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Assessment deadlines

• Dates — Specify when assessments or tests are due.
• Review periods — Allow time for grading and providing feedback.
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Resource allocation

• Access periods — Define when trainees will have access to online resources, virtual labs, or learning platforms.
• Material distribution — Schedule when training materials will be distributed or made available online.
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Revision and buffer periods

• Review sessions — Plan review sessions before major assessments or at the end of key modules.
• Flex time — Incorporate flexible time slots to address additional topics of interest or revisit challenging concepts.
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“When creating an employee training plan, think about time constraints and scheduling challenges. Consider when your team is busiest and find times that won’t disrupt their work too much. This way, everyone in the team can participate without feeling overwhelmed and left out. It also makes training sessions smoother and ensures everyone can focus without worrying about missing important work deadlines.

For instance, in our company, we schedule training sessions during quieter periods, like mid-morning or afternoons, to avoid clashing with court hearings or client meetings. This way, our team can fully engage in training without feeling rushed or distracted by pressing work matters. It also helps us maintain a balance between learning and delivering top-notch legal services.”

— Riva Jeane May E. Caburog, Coordinator at Nadrich & Cohen

Resources, materials & budget

At this point, consider everything that might require you to spend time or budget for your employee training plans. That’ll be content and software, but also facilitator expenses, unexpected software upgrades, or even cloud storage fees.
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Resources needed

• Materials — Are you working with pre-curated content from a marketplace like Leapsome Learning or creating the content yourself?
• Technology — Specify the required tech tools, such as Leapsome or other software.
• Facilitators — Note any external experts or trainers and their fees.
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Budget planning

• Detailed costs — Itemize costs for all resources.
• Total estimated budget — Provide a total cost estimate.
• Unexpected costs — Include a buffer for unforeseen expenses.
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If this sounds complicated, it can be, but it doesn’t need to be. Many learning management tools, like Leapsome’s Learning module, provide comprehensive support for managing resources and materials, ensuring you have everything needed to execute your employee training program effectively.
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✅ Looking to better support your team’s learning?

Leapsome Learning provides the structure and resources to easily plan and manage L&D at your organization, plus has its own library of content modules.

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Evaluation, assessment & feedback mechanisms

It’s important to assess training and learning retention during and after the employee development process. Approaching your program iteratively shortens the feedback loop and means you’ll improve the effectiveness of your training efforts and, therefore, employee performance that much quicker. 

Anna Williams, HR Director at Digital Silk, says, “I advocate for multi-source feedback — from supervisors, peers, and the trainees themselves — to gain a comprehensive understanding of a program’s effectiveness. By aligning the selection of evaluation methods with the training goals, I ensure that the evaluation reveals meaningful insights.”

Again, most people leaders won’t have to set this up from scratch. Leapsome Learning’s robust evaluation features allow you to run your learning retention tools easily. Use real-time feedback and detailed analytics to continuously improve your training programs and ensure they meet their objectives.
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Here’s what you might cover in your training plan template:
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Formative assessments (during training)

• Description — [Briefly describe the types of formative assessments you will use to understand knowledge gaps (e.g., quizzes, interactive exercises).]
• Objective link — [Specify which learning objectives each formative assessment addresses.]
• Timing — [Indicate when these assessments will occur during the training.]
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Summative assessments (post-training)

• Description — [Describe the types of summative assessments planned (e.g., final project, comprehensive test).]
• Objective link — [Link each summative assessment to the specific learning objectives it is designed to evaluate.]
• Timing — [Specify when these assessments will be administered.]
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Participant feedback

• Method — [Describe how you will collect feedback from participants (e.g., digital survey, feedback forms).]
• Purpose — [Explain what you aim to learn from participant feedback.]
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Instructor feedback

• Method — [Outline how instructors will provide feedback (e.g., verbal during sessions, written comments on assignments).]‍
• Frequency — [Specify how often feedback will be provided.]
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Reporting and analysis

• Tools used for data collection — [List any tools or software used for collecting and analyzing assessment data.]‍
• Analysis plan & procedure — [Describe how you will analyze the assessment data.]‍
• Reporting frequency — [Indicate how often reports will be generated and reviewed.]‍
• Reporting format — [Describe the format in which results and insights will be presented to stakeholders.]
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✅ Get pre-created employee training plans

Don’t want to build your own? Use our pre-packaged employee training template to get a head start on your training efforts.

👉 Download the template

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Sample training plan

Now that you’ve understood how to build the development plans, here’s a sample training plan template to inspire you.
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Objective

Improve product launch success by 30% within the next year by training SaaS product managers in lifecycle management and customer feedback integration — thereby accelerating market penetration and enhancing user satisfaction.
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Content outline

Module 1 — Understanding SaaS product lifecycle

Lesson 1 — Introduction to product lifecycle management

• Learning outcome — Understand key stages and management strategies.
• Teaching method — elearning module
• Duration — 45 minutes
• Materials needed — Slide deck, lifecycle models, case studies
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Assessment strategy

• Type of assessment — Practical exam, peer review
• Purpose — Evaluate lifecycle management understanding and feedback integration.
• Frequency — End of each module
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Media and materials

• Media usage — Videos, interactive simulations
• Required reading — Articles on SaaS trends, product management book chapters
• Supplementary materials — Guest lecture by a SaaS strategist
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Interaction and engagement strategies

• Discussion formats — Online forums, live Q&A sessions
• Group activities — Market analysis project
• Hands-on practice — Go-to-market strategy simulations
• Feedback mechanisms — Weekly instructor feedback, peer reviews, self-check quizzes
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Schedules and timelines

Overall program timeline

• Start date — January 10, 2024
• End date — April 15, 2024
• Milestones — Completion of modules, major project submission

Assessment deadlines

• Dates — End of each module, April 10 for the final project
• Review periods — One week for reviews and feedback

Resource allocation

• Access periods — Continuous access to online resources
• Material distribution — Available online one week before the start

Revision and buffer periods

• Review sessions — End of each module
• Flex time — Office hours before final assessments
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Resources, materials, and budget

Resources needed

• Materials — E-books, industry journal subscriptions
• Technology — Cloud-based LMS, webinar platform
• Facilitators — External experts, internal team leaders

Budget planning

• Detailed costs — $5,000 for facilitators, $2,000 for materials, $3,000 for technology
• Total estimated budget — $10,000
• Unexpected costs — 10% contingency fund
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Evaluation, assessment, and feedback

Formative assessments (during training)

• Description — Quizzes, interactive exercises
• Objective link — Linked to learning goals
• Timing — End of each topic

Summative assessments (post-training)

• Description — Final project creating a market strategy for a SaaS product
• Objective link — Integrates skills from modules
• Timing — Final week

Feedback mechanisms

• Participant feedback — Online surveys, suggestion box
• Instructor feedback — Comments on project submissions
• Frequency — After major assignments, final project

Reporting and analysis

• Data collection — LMS analytics, feedback collection
• Analysis plan — Quantitative and qualitative data analysis
• Reporting
• Frequency — End-of-module and end-of-program reports
• Format — PowerPoint for stakeholders
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Customizing the template for specific training needs

With a solid framework, you can easily adapt your employee training plan to fit any scenario.

Jonathan Feniak, General Counsel at LLC Attorney, says it’s important to design role-relevant programs. “Too many onboarding or training programs are one-size-fits-all.” He told us, “This is just about the quickest way to disengage your talent, not to mention signal that leadership doesn’t take the time to build support and education that’s role or team-specific.

At a minimum, there should be several employee training modules in place that are designed around your organization’s key departments. From there, you can fine-tune materials and information to actually set up talent for success from day one. Plus, you’re much more likely to find better ways to work in macro company education, such as learning HR protocols or compliance measures relevant across teams.”

If you decide to use a tool to build this, find one that allows you to use customizable templates, like Leapsome Learning, so you can easily plug role-specific information into each training plan.

Below are some examples of training plans for employees in different training scenarios.
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New hire training plan template

Onboarding new employees involves introducing them to your company’s operations, key personnel, and systems, ensuring they grasp the workflow rather than focusing on skill building.

You can use employee training plan templates for new team members to ensure that all recent hires receive consistent and comprehensive onboarding.

For most new hire training, you can just create a universal onboarding training, only plugging in the role-specific information where needed.

There are a few important elements you’ll want to consider adding to your new hire training template:

• Paperwork and tax forms to fill out on day one
• Contact information for direct manager, HR leads, and mentor
• Tech stack setup
• Company values and company-wide meetings to attend
• System for check-ins and meetings

If you want a more detailed list, consider reading our article about ensuring an exceptional onboarding experience for new hires.
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Leadership development

Many individual contributors (ICs) are promoted to leadership positions because of their excellent performance, yet they often lack management or leadership skills. This transition can be challenging for both the new leader and their team. 

According to a DDI study, many leaders receive no training, and those who do often have to wait several years for it. On average, people are 40 years old when they first undergo leadership development courses — four years after the average age when they first become leaders.

The lack of leadership skills is often enough to drive out your existing talent. According to the same study, 43% of employees have left a company due to their manager. Given the critical impact of effective leadership on company success, it’s essential to include the following components in leadership training:

• Management skills — Training on how to manage teams effectively, including delegation, conflict resolution, and performance evaluation.
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• Communication — Enhancing both interpersonal and organizational communication skills.
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• Emotional intelligence — Developing self-awareness, empathy, and relationship management.
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• Strategic thinking — Teaching leaders to align team goals with broader company objectives.
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• Coaching and mentoring — Equipping leaders with skills to develop and support their team members.
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Compliance training

Compliance training is essential to ensure that your organization adheres to legal and industry standards, reducing the risk of violations and fostering a culture of accountability. Tailor your training template to address the specific compliance requirements relevant to your industry. Here are some components that may be relevant to your training needs.

• Regulatory guidelines — Training on the specific laws and regulations that apply to your entire organization, ensuring employees understand the legal framework they must operate within.
  
  
• Company policies — Detailed instructions on your company’s internal policies and procedures that align with regulatory requirements.
  
  
• Ethical standards — Emphasizing the importance of ethical behavior in the workplace and how it relates to compliance.
  
  
• Scenario-based learning — Using real-world scenarios to help employees understand the practical application of compliance rules and how to handle potential violations.
  
  
• Regular updates — Ensuring that training materials are kept up-to-date with any changes in laws or company policies.
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💡 Did you know? Leapsome Learning has a Learning Marketplace collaboration with lawpilots, a leading expert in legal and regulatory e-learning courses. The courses are specifically for legal compliance training, including data protection for employees, IT security for employees, and compliance basics.

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Using an employee training plan template to scale growth

Creating an effective employee training plan can be a daunting task, but it’s an investment that pays off in spades. By using a structured template, you ensure that your training programs are comprehensive, consistent, and adaptable to the diverse roles within your organization. 

Leveraging frameworks like ADDIE and tools like Leapsome Learning can simplify this process, helping you set clear objectives, design engaging content, manage resources efficiently, and evaluate outcomes effectively.

Remember, the goal of training isn’t just to impart knowledge, but to foster a culture of continuous learning and improvement. With the right approach, you can empower your employees to achieve their career goals while driving your business toward success.
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✅ Get a pre-created employee training plan template

Don’t want to build your own? Use our pre-created template to get a head start on your training efforts.

👉 Download the template