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7 Types of Training Methods (and How to Choose)

By Emily Gore

February 9, 2023

Traditional types of training methods are exactly what they say they are—traditional. Instead of engaging learners by being innovative, creative, fresh, lightweight, and sometimes funny, they often feel like a burden and unwelcome obligation.

Old days’ training methods fall short of everything they can do to maximize learners’ attention and information recall . Additionally, and in corporate settings, they ignore the collateral effects of effective training methods. As a result, companies miss a terrific opportunity to make their employees happier and more productive.

It’s not just the training materials—it’s the training method.

Many organizations focus on creating good-looking training materials. However, design is not all about aesthetics—it’s primarily about function. And if an employee training course doesn’t meet its functional goals, it fails—no matter how pretty the materials are. 

Nowadays, the variety of training methods can seem overwhelming. Therefore, we compiled a list of the best types of training methods for employees. We’ll also give you some advice on how to select the method that best suits your employees.

How Important Is It To Choose the Right Training Method?

Choosing the best option from a long list of training methods for employees can seem daunting. But corporate training is essential for employee onboarding and employee retention. Figuring out what works best for your employees doesn’t have to be difficult. 

Onboarding is a perfect moment to deliver training. A new staff member is bursting with excitement about joining your company. They’re like sponges ready to soak up all the information they possibly can—about the company, the business, or their function.

Existing employees are also eager to extend and develop their skills. In any case, for the sake of learning effectiveness, the training method is as important as the content and activities.

On top of the different levels of employees that need training, we have an indisputable truth: everyone learns differently. Some prefer to learn by watching, others by listening or reading and writing, and others by doing. Some learners change their preference depending on certain conditions. The topic might also influence the appropriateness of one method over the other.

Powered by technology, the types of training methods are numerous. And we didn’t discard any of the traditional training methods yet, because they do have their perks. Let’s explore the features of each training method for employees.

Types of Training Methods

Most training methods target more than one learning style, whereas some focus on one particular style. And that’s okay! Because if you offer training using different types of methods, you’ll satisfy the styles of different employees. And unless the topic calls for a particular training method, you might even offer a variety of methods for a single topic. You can also give your staff options to learn in different ways depending on the circumstances. For instance, they might wish to learn by listening on one day and by watching on another.

Below are seven of the best types of employee training methods:

• Case Studies
• Instructor-Led Training
• Interactive Training
• On-the-Job Training
• Video-Based Training

Check out the details and benefits of each type!

1. Case Studies

This type of training is great for developing critical thinking, problem-solving, and analytical skills. The scenarios can be real or imaginary, but in the context of employee training, they all illustrate situations at work.

Learners read the case studies and then analyze and solve them individually or in a group. Some solutions might be better than others, depend on assumptions, and be either optimal or the best possible given the circumstances.

Although case studies allow your staff to learn at their own pace, they’re most useful for less complex topics.

2. Coaching

Mentorship—another name for coaching—should be an impactful and memorable learning experience. At least, that’s the expectation of mentors and mentorees.

When your experienced staff dedicates time and effort to coaching new employees, those new employees will feel valued and supported. Put some emphasis on the time and effort required by mentors, and remember that it pays off.

Although coaching and on-the-job training might seem similar, coaching:

• Focuses on the mentor-mentoree relationship
• Is more inspiring
• Is most likely to make the employee comfortable asking questions

You can also deliver coaching sessions online—making them even more accessible.

3. eLearning

You might know this one by online training. It’s computer-based training that’s delivered from a distance, online. The advantages?

• Learners can go through the content and activities at their own pace.
• There’s no need to hire an instructor.
• It scales beautifully, so the number of simultaneous learners can increase tremendously.

Oftentimes, this type of training:

• Resembles classroom training
• Uses visuals with a voiceover
• Complements lessons with videos and reading materials

As you don’t have an instructor monitoring engagement levels, you must use other means to do it. Quizzes and other types of interactive activities are wonderful for that purpose. They also allow you to appraise the progress of each employee and the effectiveness of the training.

4. Instructor-Led Training

Whether it’s in-person or online, an instructor-led training session is very much based on the dynamics of a classroom.

• Led by an instructor
• With a presentation—just like a lecture

Although an academic-like classroom experience may not seem thrilling to some learners, the method has some significant pros.

• Learners can ask the instructor questions that the materials don’t cover in real-time.
• Instructors can monitor learners’ progress and engagement.
• Learners and instructors can build a relationship with each other.
• Complex topics are sometimes easier to teach in a classroom.

On the other hand, whether they’re online or physical, classrooms—or instructor-led training sessions—have some cons.

• A high number of learners prevents the instructor from interacting one-on-one with all of them.
• Learners can’t learn at their own pace since there are multiple learners in the (in-person or virtual) room.

5. Interactive Training

Anything interactive has the potential to grab our attention. And training is no different! That’s why interactive training is highly engaging and effective. Learners absorb more information, retain it faster, and recall it for longer periods of time.

The success of interactive training comes from being practical rather than theoretical. So, employees learn by applying knowledge in a realistic setting.

Here are three examples of interactive training:

• Game-based training. Using rewards like points increases motivation levels, and this type of training can make learning fun.
• Roleplaying. A facilitator manages the process of acting out different work scenarios with the learners. It’s especially effective for client or customer interaction training as it explores difficult situations in a controlled environment.
• Simulations. These can be appropriate for learning specialized, complex skills, like for medicine or aviation training. Simulations set up real work scenarios for the learners, so augmented or virtual reality can be great simulation tools.

6. On-the-Job Training

Also known as hands-on training, on-the-job training is all about the practical skills that a job requires. Therefore, the employee learns by going through the experience of executing real activities at work.

On-the-job training reduces the time before the employee starts performing their job function. It can take different forms, such as:

• Internships. Interns obtain guidance, support, and training from the company that hired them. And the more prior knowledge they have of what the job entails, the better for their future success.
• Rotations. Job rotations boost employee motivation, satisfaction, cooperation, and commitment to the company. By exposing the employee to different business areas of your company, they develop skills they might not otherwise have and a deeper understanding of and commitment to the company as a whole. This increases retention levels and your employees’ chances of moving up in their own department or in another.
• Shadowing. New hires observe existing employees while they work, ask questions, and sometimes help with tasks. By doing that, new hires understand how they’ll have to do their work before they actually have to do it.

Employee engagement—or interest and involvement—is vital for the success of on-the-job training. Engagement is typically heightened with on-the-job training since it’s individual and the learning activities intimately relate to the employee’s job.

On-the-job training produces results quickly and is also appropriate for teaching and developing leadership skills.

7. Video-Based Training

Speed and efficiency—these are the keywords that propelled video as an employee training vehicle. Additionally, it became popular because it can be way more interesting than traditional training methods. It’s highly engaging and can be entertaining as well!

Animations raise information recall to impressive levels. Live-action videos are great for demonstrations. Webinars and screen recordings of step-by-step procedures can take a simple list and turn it into an entertaining, story-based how-to.

Video-based training is easily accessible and repeatable—the employee can watch the video as many times as they need. Also, it doesn’t require an instructor.

Now that you know each one of the types of training methods for employees, are you ready to choose? Here are some tips on making the right choice for your organization!

How To Choose the Right Employee Training Method

To choose a training method, you should analyze your training needs from two perspectives.

• Coaching is perfect for teaching leadership, emotional intelligence, or change-management skills.
• eLearning is especially useful for teaching company policies.
• Roleplaying works well for teaching how to deal with employees who don’t follow company policies.
• Video-based training is great for teaching new knowledge, such as industry or technological trends.
• Older employees might feel more comfortable with instructor-led training.
• Millennials often prefer training methods compatible with mobile devices, such as games and video.
• Any online training is most effective when employees are remotely located, are senior-level staff with limited availability, or travel a lot.

Training Methods for All Tastes and Needs

Long story short, employee training is continuous, and companies need it to thrive and prosper. Without developing their employees’ skills, companies can’t face the competition.

Choosing the right training method for your employees is integral to effective training. And you might find value from using varied training methods. It all depends on why you’re delivering the training program and to whom.

The suitability of your training methods to your goals and audience is indispensable to the success of your training program. Finding the right training method makes your employees more skilled and aligned with their job and your company.

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Training methods, methodologies, and tools

There are plenty of training methods to consider—here’s how to pick the right one for your team.

When it comes to choosing the right training methods for your organization or team, there’s absolutely no shortage of options to choose from. But how do you choose the training method that’s right for your employees? We’ll break down the various training methods that are available to you and share some questions to consider to select the best training method for your team’s wants and needs.

It takes serious effort to create a training program that actually sticks after your employees have gone through it and started their jobs. The thing is, if you’re using boring old lectures to convey important information, you may be putting your organization at risk. Whether your company operates heavy machinery, works with others’ money, sells products for babies or children, or otherwise has an easily identifiable risk associated with the work – which most companies do – you want to make sure your rules and procedures stay with your workers over the long term.

How, you’re wondering? Use the right training methods. Stuffy training methodologies that rely on rote learning often won’t do the trick. Many workers aren’t scholars, and traditional classroom learning needs a serious tune-up in order to reach them. That’s why you need to adopt training methodologies and tools that reach your learners where they’re at, taking into account their specific needs, their learning styles, and the goals of the training. This often involves software coupled with a more hands-on, on-the-job approach. Read on to learn more about how you can train your employees, deliver material, use classroom-style training effectively, and more.

Employee training methods

There are several employee training methods in the workplace today. Which employee training methods end up working for you will depend on your own personal style, the structure of your workplace, how many employees you need to onboard, what you’re teaching, what your employees need to learn, their individual learning styles, whether you’re teaching brand-new employees or helping older ones brush up on material or add to their preexisting knowledge base, and more. Although it can sound confusing to take all these factors into account, all you really need to do is consider the current types of training methods in human resource management available to you and choose the one that seems to fit your needs the best. Although there are many types of training available, let’s go over a few of the most common.

Classroom-style training is still one of the most effective training methods for new employees. However, you have to be careful to approach it correctly, as many employees won’t respond well to being handed a book and expected to learn. You have to interact and engage learners and make the knowledge stick by using real-world examples and drawing clear applications to your organization. If you can do all this, your training program will likely be very successful. Often it helps to use software, which responds readily to the needs of various learners, can go at different paces, and adapts to a variety of training situations.

Other effective business training methods include 1:1 training, which matches one learner with one instructor to show them the ropes. If you can spare the resources, this can be an excellent way to quickly familiarize a new employee with their job-to-be. Methods for employee training in the workplace also include job shadowing, which is similar to 1:1 training in that the trainee will follow an experienced worker around to learn their job. However, they are supposed to play the role of a “shadow,” meaning that there is less interaction between the experienced worker and the new employee, as the latter just watches and learns and sometimes asks questions. This is a better way to get a feel for what an actual day, or week, or more, will look like for that new employee.

Self-training, which relies on the new employee conducting research to learn what they need to know for the job, is also an employee training method learning style. Other types of training methods in training and development include bulk training, where you train large numbers of employees at once, and automated training, such as we offer here at Lessonly.

Automated training can help you reach large numbers of employees all at once, or it can allow you to train individual employees as they come on board quickly and easily, so that you don’t have to waste time waiting for a large enough batch of employees to justify a classroom series or other group training approach. By using tailored software, you reach employees immediately, giving them the skills they need to become valuable employees right away.

The Value of Enablement Report

Training delivery methods

Once you know what you want to teach the employees you’re onboarding and have decided on a training method, you’ve still got to figure out how to get it to them. This can be a tough prospect, especially since many companies aren’t even working with a solid training delivery methods definition. In essence, a training delivery method is the way you get information to your employees. There are lots of ways to do this.

Oftentimes, organizations decide to mesh a little job shadowing with a little 1:1 training with a bit of book learning and maybe a training program on the side, but this might not be the best approach. Especially not if you’re looking to streamline your training delivery methods in order to routinize your onboarding process and keep costs down in the long run.

Instead, choose one or a few complementary types of training and stick to those, using them each time. For everything your trainees must learn outside the classroom (such as on the floor or in the field), build a routine training program around that. For everything inside the classroom, choose a training delivery method that keeps all the information together where it is easily accessible to learners day after day. At Lessonly, we believe firmly in the power of software to build solid training programs that meet learners where they’re at, stay organized, remain customizable and flexible, and work for you year after year.

Lots of companies are still stuck in the past, handing out disorganized Word documents to their employees and hoping the learning sticks. Often, however, it won’t, especially when that employee has a hard time finding the loose sheet of paper or sorting through the messy binder to locate it. Such mysteries don’t encourage learning, so avoid them with a highly streamlined, effective software training program dedicated to encouraging employee growth and building the work environment you dream of.

Traditional training methods

Traditional training methods for employees are still wildly popular for many organizations. While this is a great way to bring new hires up to speed, this method, and many other traditional training methods, are rapidly changing. Here’s a look at just a few traditional training methods:

Instructor-led classroom training

Classroom-style training is still the most traditional training method and most used. In fact, nearly half of a company’s training hours are used for classroom training. This method features a subject matter expert or training manager and a lecture-style presentation. It allows for a lot of personal interaction and ensures that everyone attends the training session. However, it’s also easy for this type of training to take a long time and become less engaging for learners.

Interactive training methods

Interactive training puts a spin on classroom-style training. This training method combines instructor-led training and lectures with group activities, workshops, and role play scenarios. While interactive training is great for outgoing teammates, it can intimidate some of your quieter employees.

Hands-on training

This type of training method usually jumps right into practical training. Sometimes, this means that new hires are paired with a trainer or buddy to learn and complete tasks. This approach is preferred by adult learners and gives new hires the chance to dive in and help their team from day one.

When considering the traditional training methods advantages and disadvantages, you must also take into account the fact that newer employees may prefer digital training methods. Let’s learn more.

Online training and development methods

Online training software, also known as computer-based training software , delivers training through computers or mobile devices. This type of digital training can mimic classroom-style training, support different training formats like video and quizzes, and empower learners to complete training at their own pace.

Here are just a few of our other favorite advantage over traditional classroom-style training:

• It is more efficient, requiring fewer resources in the form of training personnel.
• It is more effective, teaching in a way that allows learners to retain information for longer.
• It is often easier to use, because employees can use the software in the way that suits them best, rather than making do with the trainer’s teaching style.
• It has increased tracking capabilities, allowing managers or trainers to see where each student is at and provide additional help where needed.
• It is more cost-effective because training programs can be reused for years on many different employees.

See training powered by Seismic Learning.

Effective training methods.

When you’re in charge of training employees, whether one at a time or dozens or even hundreds, you want to make sure you use the right methods. Training is a tried-and-true process that dates back to the invention of apprenticeship, but these days it’s become much more high-tech. Although many training methods work, when you are training employees for a team environment, software is often one of the most effective training methods. There are many reasons for this, including:

• Software keeps all employees on the same page at all times, on all sorts of topics.
• You can train a full team of employees while still respecting their different learning styles and allowing them to go at their own paces, within reason.
• Management has unprecedented tracking abilities, allowing them to stay up-to-date on their employee’s progress, offer help when necessary, make plans for improvement or enrichment, and more.
• Real-time tracking of a student’s learning is easier and more cost-effective than ever before.
• You can combine software training with other types of training, such as 1:1 training, job shadowing or more traditional classroom methods.
• Software is highly customizable, both for management before they distribute materials, and for learners as they use it.

Other effective training methods work well when they’re paired with software training, to ensure that learners receive the full breadth of necessary knowledge. You may even be wondering what training methods are effective in training executives, but good news: even with top-level employees, software training is highly effective.

Selecting the right training methods

When selecting training methods, there are lots of factors to consider. If you’re in between a few different choices, we suggest using a training delivery methods comparison or training delivery methods matrix to compare the different types of training and see which will best meet your needs.

At the end of the day, it doesn’t matter how much time, effort, or money you spend on training if it’s the wrong training delivery method. That’s why we suggest considering the answers to a few important questions to find the best training methods for your employees. Here a few questions we suggest walking through:

What’s the purpose of the training program : The first step is always to identify the objectives of your training program. Depending on your training goals, certain training methods will deliver better results.. For example, more traditional training methods, like classroom-based training, may be more effective for hands-on learning or training that involves team-building or open discussion. But, online training methods are better if you’re looking to regularly train employees over time.

Who’s the audience : Training is most effective when your learners understand the purpose of training and see how it can help them in their roles. So, it’s important to not only consider how many people you’ll be training but also where they’re located. If you have a large team that’s located across multiple locations or working remotely, you’ll need to find a training method that supports a dispersed team.

What are their learning needs and backgrounds : One-size training doesn’t work in today’s modern workplace. For example, you need to train and onboard new hires differently than you continuously develop and enable seasoned teammates.

What do they need to learn: It’s also important to consider the topic or information that will be covered during training. Not everyone learns at the same pace, so if you’re looking to train on something complex or in-depth, it may be better to provide training through online software as it gives employees the chance to revisit and review training as often as they need it.

What are your options for training: Of course, it’s also important to take inventory of your available training resources. If you’re looking to deliver in-person training, do you have a conference room or space that’s big enough for everyone? Additionally, do your subject-matter experts or trainers have the availability to train multiple sessions?

Do you have time restrictions : For some companies, training may need to be rolled out sooner rather than later. This means your training method needs to support fast and effective training delivery.

Of course, it’s good to use different cost-effective training methods to fulfill different training needs. For example, if you need your training to be basic, repeatable, and testable, software is probably a good way to go. If you are training on complex topics that require strategic planning and lots of discussions, an in-person environment is probably better. These training methodologies examples are just a few of the many out there, but use these models as ways to think about how to choose your ideal training methods, and you will do fine.

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The 11-Step Guide to Developing a Great Training Program (Plus 9 Practical Examples)

Developing a high-quality employee training program is beneficial for both employees and organizations alike. Employees thrive when they have the knowledge and skills to do their jobs well, and to develop new skills to support them in different roles. 

Training also increases engagement and employee loyalty because people feel more invested in and prepared for their role. As a result, organizations benefit from increased employee retention, better performance, and higher productivity.

Despite these clear benefits, it can be challenging for organizations to make the switch from highly manual and unstructured training programs (or no training at all) to streamlined, robust learning and development programs. In this comprehensive guide to developing a training program, we'll explore the following:

• What an employee training program is and the signs of an effective program
• Our eleven-step overview of the entire process
• Nine common types of training programs that can benefit your organization

As you read through this guide, you can start identifying how your own training program will take shape, the resources you need, and the actionable steps you can take today.

What is a training program?

Employee training programs provide new hires and employees with general training exercises and access to learning resources. Employee training can develop employees' direct job-related tasks such as handling specific software, technical skills, or soft skills that cross-apply to different roles within an organization. 

Training programs comprise multiple courses or a single class, and they can be part of larger employee development programs. The core purpose of an employee training program is to ensure each employee has the skills and knowledge necessary to adequately perform work tasks and responsibilities. Some common types of employee training programs include onboarding training, leadership training, and compliance training.

9 Tips to Help You Create Great Training Courses

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What makes an effective training program?

Training programs must be carefully designed and managed to ensure effective learning and retention. Some critical aspects that can transform training programs into effective learning opportunities include:

• Starting from a known baseline : Assessing employees at the beginning of each training program or course can ensure that learning material is properly curated to meet learners' needs.
• Personalization : Every employee learns differently. Personalization software and capabilities can match learners' with the materials, exercises, and ongoing learning opportunities that fit their content needs, learning styles, and goals.
• Self-directed learning : Traditional training programs such as all-day seminars, intermittent lectures, and passive access to material is not sufficient. Instead, effective training programs allow participants to learn at their own pace, with online access to learning materials and individual dashboards for tracking performance and completion.
• Integration with role responsibilities : Many employees will be eager to take advantage of training programs, especially if they want to learn new skills or grow their careers. However, not all employees will have the time or drive to learn. Even employees who want to learn may not have time when faced with a lot of other responsibilities. Instead, make ongoing training and development part of each employee's job responsibilities and ensure there is plenty of work time allocated for fulfilling that responsibility.
• Rewards and incentives : Tie ongoing development and training to positive outcomes. This can include access to internal promotions and job opportunities, and compensation. Virtual trophies, recognition, and certificates can also motivate employees to participate.

When you're crafting a training program or series of learning courses for your organization, go the extra mile to ensure the program is personalized, rewarding, and easy to access. Developing your training program will be an iterative project: you can present learning resources, monitor performance, and make revisions over time to continually optimize learning for employees.

Related: 23 Employee Training Templates and Checklists for Better Training Programs

How to create a great training plan in 11 steps

According to Zippia's research , "Companies with comprehensive training programs have a 24% higher profit margin." Start by developing a training program that meaningfully aligns with your organization's knowledge and skills needs, as well as your employees' goals and learning styles. Follow this eleven-step process to create a new employee training program from start to finish.

1. Conduct a training needs analysis

Just like effective employee training starts with baseline assessments, a strong employee training plan starts with an assessment of what your organization needs. This stage can be as simple or complex as you think is necessary, but it should involve these six essential steps of creating and conducting a training needs analysis : 

• Align the business need with the training initiative
• Understand the roles and core competencies in your business
• Identify skills and performance gaps
• Prioritise training and compare your options
• Design learning experiences based on training recommendations
• Measure the success of the training needs analysis on overall performance

Looking to conduct your own training needs analysis? Download our training needs analysis template to identify the core competencies for each role in your organization and the highest-priority training areas.

2. Develop goals for your training program

Now that you have a deeper understanding of your organization's current level of knowledge and skills, as well as the gap between the current level and desired level of skill, you can create key objectives and goals for the training program. This can include specific goals such as:

• Ensuring employees in each role has a sufficient understanding of safety regulations and compliance requirements.
• Providing salespeople with the right tactical knowledge, soft skills, and product information to make more sales.
• Certifying all cybersecurity team employees with a necessary degree of credentials.

You can create these goals either by identifying gaps in knowledge that should be addressed or by considering what training goals best align with specific business goals.

3. Develop success metrics for your training program

This stage is all about building the motivational infrastructure and measurement criteria for your learning program. Different types of success metrics you'll need to develop include:

• Success criteria : At what level of competency will you consider each employee's training to be sufficient, and how will you identify that point?
• Milestones : Larger goals should be broken down into more granular milestones. For example, a complete training course would be broken down into the completion of courses, which in turn are broken down into the completion of modules.
• Feedback : Quantifiable results are not the only feedback that should guide development. Plan for ways to elicit employee feedback, so you can revise future training to include more engaging, relevant, or rewarding content.

4. Confirm the type of training program

There are numerous different vehicles and mechanisms you can use for your training programs. These include:

• In-person training : In-person training involves face-to-face instruction. This may be at off-site seminars, in-person mentoring, on-the-job training, instructor-led learning, and coaching.
• Virtual training : Online courses, recorded lectures, videoconference seminars, and AI simulations are forms of eLearning.
• Blended learning : A hybrid approach involves both in-person and virtual training. You can have equivalent options in either category to meet the accessibility needs and preferences of different employees. Alternatively, some aspects may only be available in person, while others are only virtual. Some learning platforms like 360Learning combine the best of both virtual and in-person learning by simultaneously showing learners taking the same course at the same time.

Robust training programs use a wide array of different types of learning activities in in-person and virtual categories. This ensures learners can move more fluidly through the training program. However, if you are just developing your training program, creating the fundamental materials and then adding more over time may be the best approach.

As you complete this stage, be sure to communicate with other teams, so your program reflects their needs. Many businesses will see the best results with a virtual or blended learning program. Online resources are more accessible for most users. They can also be accessed repeatedly, and training administrators can more easily analyse the results of the training activities.

5. Choose the technology you'll use

Consider the technology that will house your learning and development programs. A learning management system (LMS) is a complete software or cloud-based environment for developing, implementing, and assessing training programs.

For example, your organization could use an LMS that has all the training resources, and access will be granted to each individual employee based on their professional role and learning needs. Their progress throughout the training program can then be monitored and analysed. Most LMSs will have the following functionalities:

• L&D teams and learners can create, revise, curate, and update content (including learning materials, activities, and assessments).
• Users can progress through individualized courses, take assessments, and revisit materials as needed.
• Managers can analyse employee performance and growth to gauge readiness for new opportunities or the need for additional performance improvement interventions.

6. Develop an outline for your training program

Once you have identified the type of learning environment and training methods you will use to achieve priority learning goals, it's time to develop the training program itself, starting with an outline.

Begin by creating a general overview of each topic you want covered; include the fundamentals, actionable concepts, and advanced concepts you want to be covered throughout the program. Each discrete lesson or module should have a goal, or the information or skills users should have by the end of the lesson. 

Along the way, involve stakeholders in related departments or leadership positions to ensure the training program addresses core needs and has buy-in.

7. Design and develop your training program with the help of subject-matter experts

From there, you can pull from a library of learning resources available to you or create your own modules and lessons as necessary. Be sure to work with your subject-matter experts to develop relevant and engaging course material. Learning courses that are created by your experts make the content more nuanced and specific to your company than third-party courses would be.

Leveraging the collaboration between your experts and the L&D team allows you to create and fulfill learning needs together. As a result, employees are more invested in the learning process. They help create quality content that L&D doesn't have to buy or source through expert interviews.

Engaging your in-house experts can help you create a robust learning library tailored to your organization's needs. Even better, some learning platforms can help subject-matter experts create this library quickly and efficiently with the use of generative AI tools, like 360Learning’s AI-powered course authoring features .

8. Implement the training program

You might implement the training program as a pilot program for a test group of employees or release it to all relevant users. During the implementation stage, your program may not be complete or as finished as you'd prefer, and that's okay. This stage is to ensure the program functions, both by having all the technical aspects in place for users and providing educational value to learners.

During this stage, make sure that you or your L&D team is readily available to provide support, answer questions, and make any adjustments necessary for the training program.

9. Evaluate the program

Assess the first run of the training program from multiple angles. These can include:

• Completion and participation rates
• Demonstration of knowledge and skills through assessments
• An uptick in related performance metrics outside of training
• Feedback from managers and employee participants

This information can help you determine what areas of the training program need further revision. As your organization grows, you may need more product information courses or unique courses for different roles. Each module will also need updates over time.

As technology progresses, you might even have a range of assessments extending beyond conventional methods, such as AI-powered training recommendations and content creation. By taking an iterative approach to your program, it will continue to become stronger and stronger over time.

10. Measure the success of your program

Of course, a good training program doesn't just measure itself. There should be standardised processes for evaluating the courses and each learner. For employees, success might be measured in terms of either isolated assessments or improved work performance.

Choosing the right methods to measure success can help you confirm the value of the program with leadership teams and other stakeholders. The data can be invaluable for justifying increased budgets or growing your organization's L&D team.

You should also go back to the second step—creating goals—and resolve those goals. Did you achieve them? Are related business objectives satisfied by the new training?

Your LMS should have measurement capabilities to help you monitor completion, engagement, and other key L&D metrics. Here's what the dashboards look like in the 360Learning platform to give you an example of the metrics you can monitor to measure the success of your training program.

11. Update the program over time

Based on all the metrics, feedback, and success data of your training program, methodically begin to make updates. You can establish these processes to ensure the training program continues to grow and optimise employee performance.

• Internal audits : Information about business processes, products, and organization-specific how-tos should be audited every quarter or annual period to ensure it has up-to-date information.
• Identify gaps : Your training program won't be comprehensive at the start. In fact, your LMS may initially only have courses for a specific team or just for new-hire training. Over time, the use cases for training will expand. You'll also be able to identify smaller and more granular areas where in-depth training makes a significant difference.

Other updates for your program might include migrating to a more robust LMS, building a centralized intranet for internal and third-party learning opportunities, and more.

Nine practical examples of training programs

There are dozens of different employee training programs. Your organization might benefit from role-specific training programs, courses that teach users about legacy software and internal work processes, new hire training, or even resources on how to navigate employee benefits packages and portals. Each one will have different learning objectives, resources, and users, so they will need to be individually curated and organised . 

As you start your new training programs, consider starting with one of these nine common employee training programs. 

1. Onboarding

Onboarding training programs welcome new hires to your company. There are different phases of onboarding, such as preboarding (which covers orientation, HR topics, and company introductions), general induction and meeting team members, department- or role-specific training, and others. Onboarding training should accomplish two goals: preparing participants for new roles and continuing to "recruit" the new hire so they continue to be engaged past the 90-day mark in their new role. 

Effective onboarding training gives new hires the skills they need to contribute effectively, while also teaching them more about the company and company culture.

2. Induction

Induction is a specific subset of general onboarding training, and it's important enough to deserve its own category and attention. If your business has a lot of roles where only one person holds that type of position, then creating a library that holds the knowledge of everyone tangential to the role is essential. 

Good induction training programs allow employees to quickly perform key tasks independently to minimise the window before hiring and transitioning fully into the role.

Related: Induction to Work Checklist

3. Management training

Management training comprises technical and soft skills that will allow new hires, internally promoted employees, or current managers to have the resources they need to thrive. Management training programs can include courses from general third-party management experts, industry-specific courses, or even company-specific material.

4. Leadership training

Leadership training is similar to management training, but it has a different focus, and virtually all employees can benefit from taking part in the training. This type of program prioritises soft skills such as communication, decision-making, conflict resolution, and delegation.

Employee leadership training can help employees develop their own professional skills and make themselves more eligible for internal promotion opportunities. The organization can also use leadership training programs to see which candidates are best qualified for new leadership roles.

5. Compliance training

Industry-specific compliance training is essential for keeping your organization in good standing. Compliance training can cover industry regulations, employee rights laws, safety regulations and requirements, and more. Not only do employees often need to be certified in core compliance areas, but organizations themselves must often provide this training to remain compliant with general or industry-specific requirements.

Compliance courses will often incorporate mandated material from different third-party sources. Having an LMS that can host or deliver curated content from a variety of third-party educational authorities makes it easier for employees to stay on top of mandatory training and for organizations to verify that training is complete.

Related: Compliance Training Checklist

6. Technical skills training

Technical skills training focuses on the "hard" skills that employees will utilize as they perform their job responsibilities, ranging from how to operate different types of machinery to how to perform tasks on company software.

Your organization may need training programs for entry-level technical skills , role-specific skills, and certification programs for professional skills. Some emerging areas of technical skills development include data analysis, AI management and engineering, and people sciences.

7. Customer training

Customer training resources are conceptually very different from other training you develop. Depending on the nature of the products and services you provide, it may be advantageous to provide your customers and product end-users access to training programs. Salesforce, for example, provides free training through its Trailhead program.

If you sell advanced software, complex tools, or even general goods that become more useful for tutorials (such as hair clippers or cleaning products), developing customer training material could widen your market reach, increase customer loyalty, and decrease the risk of frustration or poor user experiences. 

Related: 3 Real-Life Customer Education Examples and What They Can Teach Us

8. Product/software training

Product and software training could be for two different audiences: end-users and customers that need more information to guide their experience, and salespeople or customer success representatives that need an in-depth understanding of every product. For the latter, you can provide employees with in-depth learning programs focused on the following:

• The target market for each product
• Popular use cases
• Features and accessory goods
• Pricing and promotions
• Frequently experienced frustration points or frequently asked questions

9. Sales enablement training

Salespeople need in-depth training sessions to perform at high levels. Not only do entry-level salespeople need the training to learn sales tactics for both cold and hot leads, but salespeople of all experience levels benefit from learning about newly emerging sales trends and practising their skills through simulations. Sales enablement training can cover product details, sales processes, key account management tactics, and modules for using tools in your organization's tech stack.

Standardize your training programs

The best employee training programs start with the right learning platform. Set your team—and your program—up for success by automating many of the processes described above, eliminating admin and time wasting. Automation allows L&D teams to focus on the most critical parts of a great training program: providing training that helps boost employee performance. 360Learning makes it easy to assess training needs, create personalized learning paths, and track employee performance, course completion, and ROI. It also lets your employees collaborate and create courses, so they can learn from one another and upskill from within.

Interested to see 360Learning in action? Book a personalized demo to get started.

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Choosing Effective Training Methods: Exploring 7 Types and Selection Tips

Lauren Goff

In today’s rapidly evolving business landscape, effective training methods have become more important than ever before. Businesses need to equip their employees with the necessary skills and knowledge to adapt and thrive in a constantly changing environment. The right training methods can make a significant difference in employee development and ultimately impact business performance. In this article, we will delve into the importance of effective training methods and explore seven types of training to help you choose the best approach for your organization. Additionally, we will provide you with some practical selection tips that will guide you in making informed decisions. So let’s get started!

Understanding the Importance of Effective Training Methods

Effective training methods are essential for organizations to ensure the growth and development of their employees. It is through training that employees can acquire new skills, expand their knowledge, and improve their overall performance. By investing in effective training, organizations create an environment that fosters continuous learning and development , motivating employees to stay engaged and grow professionally.

Training plays a crucial role in enhancing employees’ skills, knowledge, and overall performance. Through training, employees can acquire new skills and fine-tune existing ones, enabling them to excel in their roles. Moreover, it fosters a continuous learning culture within the organization, motivating employees to stay engaged and grow professionally. By investing in their development, businesses can boost employee satisfaction and retention, creating a positive work environment.

The Role of Training in Employee Development

Employee development is a key aspect of organizational success. When employees are provided with effective training, they not only gain new skills but also have the opportunity to enhance their existing knowledge and expertise. This, in turn, allows them to take on new challenges and responsibilities, contributing to their personal growth and career advancement.

Effective training methods also play a crucial role in improving employee engagement and job satisfaction. When employees feel that their organization is invested in their development, they are more likely to be motivated and committed to their work. This leads to higher productivity, better performance, and increased job satisfaction .

How Effective Training Impacts Business Performance

Effective training directly influences business performance in multiple ways. Firstly, it increases productivity and efficiency by equipping employees with the necessary tools and knowledge to carry out their tasks effectively. When employees are well-trained, they can perform their job responsibilities more efficiently, resulting in improved productivity and overall organizational performance.

Secondly, effective training reduces errors and workplace accidents, resulting in a safer work environment. By providing employees with the necessary training and knowledge, organizations can minimize the occurrence of mistakes and accidents, ensuring the well-being and safety of their workforce.

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Additionally, effective training enhances customer satisfaction. When employees are well-trained, they are better equipped to meet customer needs and provide exceptional service. This leads to increased customer satisfaction, loyalty, and positive word-of-mouth, ultimately benefiting the organization’s reputation and bottom line.

Overall, effective training improves the bottom line by maximizing employee potential and driving organizational success. By investing in training programs that are tailored to the specific needs of employees and the organization, businesses can ensure that their workforce is equipped with the skills and knowledge necessary to thrive in today’s competitive business landscape.

Diving into the 7 Types of Training Methods

Instructor-led training.

Instructor-led training (ILT) is a traditional training method where a knowledgeable instructor delivers the content to a group of learners. ILT can take various forms, such as classroom sessions, workshops, or seminars. This method allows for interactive learning and real-time feedback, promoting engagement and knowledge retention among participants.

Online or E-Learning Training

E-Learning has gained significant popularity in recent years, especially with the advancements in technology. This method delivers training electronically through online platforms, making it accessible anytime and anywhere. E-Learning offers flexibility for learners, allowing them to personalize their learning journey and progress at their own pace.

Simulation Training

Simulation training immerses learners in a realistic environment that mirrors the challenges they may encounter in their roles. By providing hands-on experience without real-world consequences, simulation training enables learners to practice and refine their skills in a controlled setting. This method is particularly effective for high-risk or complex tasks.

On-the-Job Training

On-the-job training (OJT) involves learning directly in the workplace, where employees acquire skills through observation, shadowing, and hands-on experience. OJT provides a practical learning experience , allowing employees to apply their knowledge immediately. It also facilitates knowledge transfer among experienced employees and newcomers.

Coaching or Mentoring

Coaching or mentoring is a one-on-one training relationship where an experienced individual guides and supports the development of a less-experienced individual. This method promotes personalized learning and knowledge transfer, offering valuable insights and guidance to the learner. Coaching or mentoring can enhance performance and accelerate professional growth.

Group Discussions and Tutorials

Group discussions and tutorials encourage collaborative learning among a group of learners. Participants can share their experiences, insights, and perspectives, fostering a dynamic learning environment. This method promotes active engagement, critical thinking, and problem-solving skills while also encouraging networking and knowledge sharing among employees.

Self-Directed Learning

Self-directed learning empowers employees to take ownership of their learning journey. It provides them with resources and tools to learn independently, allowing flexibility and customization. Self-directed learning can include reading materials, online courses, webinars, or podcasts. By promoting self-motivation and autonomy, this method fosters a continuous learning culture within the organization.

Selection Tips for Choosing the Right Training Method

Assessing your training needs.

Before selecting a training method, it’s vital to assess your organization’s specific training needs. Identify the skills and knowledge gaps that need to be addressed. Consider factors such as the nature of the training content , the number of participants, and the desired learning outcomes. This assessment will help you determine which training method will be the most suitable and effective for your organization.

Considering Your Audience

Each training program should be tailored to the specific needs and preferences of the target audience. Consider factors such as the learners’ prior knowledge, learning styles, and preferences. Some employees may prefer hands-on activities, while others may excel in a more interactive or self-directed learning environment. By catering to the audience’s needs, you can optimize engagement and knowledge retention.

Evaluating Your Resources

When selecting a training method, it’s essential to evaluate the available resources, both in terms of budget and infrastructure. Some training methods may require significant financial investment or technical capabilities. Consider what resources are readily available, and choose a training method that aligns with your organization’s resources and capabilities.

Measuring Training Effectiveness

Finally, it’s crucial to establish means of measuring training effectiveness. Monitor the impact of the training method on learner performance, knowledge acquisition, and overall business outcomes. Collect feedback from participants and evaluate their satisfaction levels. By regularly assessing training effectiveness, you can identify areas for improvement and refine your training approach.

In conclusion, choosing effective training methods is paramount for organizations aiming to facilitate employee development and enhance business performance. By understanding the importance of effective training methods and exploring the seven types discussed, you can identify the best approach for your organization. Additionally, by following the selection tips provided, you can make informed decisions that align with your organization’s needs and resources. Remember, the right training methods have the power to transform your workforce and drive success. When it comes to selecting and implementing training methods, Learnexus can be your valuable partner. Learnexus offers a range of innovative and customizable e-learning solutions that cater to diverse learning needs. With Learnexus, you can unlock the full potential of your employees and create a culture of continuous learning . So, embrace effective training methods and partner with Learnexus to ensure the growth and success of your organization.

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Effective Training Delivery: Detailed Guide to Modern Learning Methods that Will Maximize the Impact of L&D

Effective training delivery is the cornerstone of an organization’s success, fostering employee growth, productivity, and overall performance. In this rapidly evolving digital era, organizations must adopt modern learning approaches that cater to the diverse needs of their workforce.

This article looks at various cutting-edge training methods that can create a positive and engaging learning environment. From eLearning content to gamification, and from mobile learning to accessible programs, we explore how organizations can deliver training that ensures lasting impact and aligns with strategic objectives .

IN THIS ARTICLE...

Clear Communication in Training Delivery

Communicating training goals and objectives effectively is vital for creating a roadmap for learners. Effective training delivery goes beyond providing information; it requires fostering a learning-centric culture within an organization. One of the foundational pillars of such a culture is clear and effective communication of the purpose of training.

When employees understand the purpose and significance of their training, they are more likely to approach it with enthusiasm and commitment. In this section, we explore the pivotal role of clear communication in cultivating a learning-centric environment and maximizing the impact of training initiatives.

Clear communication empowers learners by providing a sense of direction, making them more invested in the training process. Clear and effective communication of training goals and objectives lays the foundation for a learning-centric culture within an organization.

By setting transparent learning outcomes, communicating training expectations, establishing a safe learning environment, providing timely feedback, and aligning training with organizational values, organizations can create an environment where employees are empowered to embrace learning as a continuous and fulfilling process . This fosters a motivated and skilled workforce that is ready to adapt to challenges and drive the organization’s success forward.

Setting Transparent Learning Outcomes

At the outset of any training program, it is crucial to communicate clear and transparent learning outcomes to the participants. These outcomes outline what employees can expect to achieve by the end of the training and how the newly acquired knowledge and skills will contribute to their personal and professional growth.

Transparent learning outcomes set the stage for a purposeful learning experience, as employees understand the relevance of the training to their roles and career progression.

Communicating Training Expectations

Alongside learning outcomes, communicating training expectations is equally important. This involves setting clear expectations regarding attendance, participation, and any prerequisites for the training. When employees are aware of what is expected of them, they can prepare adequately and make the most of the learning opportunity.

Additionally, conveying the format of the training (e.g. in-person workshops, online courses, or blended learning ) helps participants mentally prepare for the learning experience ahead.

Establish a Safe Learning Environment

Clear communication plays a vital role in creating a safe and supportive learning environment. Employees should feel comfortable asking questions, seeking clarification, and sharing their thoughts during the training.

A culture that encourages open dialogue and fosters a growth mindset allows learners to embrace challenges and learn from their mistakes without fear of judgment. Trainers and instructors play a critical role in facilitating this environment by actively encouraging interaction and demonstrating approachability.

Provide Timely and Relevant Feedback

Feedback is a crucial aspect of the learning process. Regular and constructive feedback helps learners understand their progress, identify areas for improvement, and build on their strengths.

Both trainers and learners should be encouraged to provide feedback on the training content, delivery, and overall experience. Organizations can also leverage technology to implement feedback mechanisms, such as surveys and evaluations, to gather valuable insights for continuous improvement.

Align Training with Organizational Values

For training to have a lasting impact, it must align with the organization’s core values and strategic goals. When employees see a direct connection between their training and the overall vision of the organization, they are more likely to be motivated and committed to their learning journey.

Effective communication should emphasize how the skills gained through training contribute to the success of the company and align with the broader mission.

Embrace Diverse Training Delivery Methods

Every individual learns differently, and organizations must embrace various delivery methods to cater to diverse learning styles . The significance of embracing in-person instruction, online courses, and self-paced learning materials should not be underestimated, this allows organizations to create a versatile training system.

In-person instruction allows for face-to-face interaction, immediate feedback, and collaborative learning, while online courses offer convenience and accessibility, enabling learners to access content at their own pace. Self-paced learning materials provide flexibility and personalized learning experiences.

By employing a blended learning approach, organizations can create a comprehensive training ecosystem that empowers employees to take charge of their learning journey, leading to higher engagement and a skilled workforce.

20 Modern Delivery Methods for Training

There are many ways to deliver training these days. Using in-person instructor-led training, right through to virtual simulations. Take a look at the following list to see some of the options for delivering training:

• Blended learning – Combining multiple training delivery methods, often online self-paced learning combined with live instructor-led training.
• Mentoring and coaching – One-on-one training and support from an experienced mentor/coach to a less experienced learner. Focuses on skills growth.
• Job shadowing – A training method where a trainee observes and works alongside someone experienced at a job to learn skills through observation and imitation in a work environment.
• Instructor Led Training (ILT) – Any training that has an instructor directly teaching learners the skills/knowledge needed. Could be in-person or virtual.
• ILT – Virtual classrooms – Instructor-led training conducted live in an online virtual classroom setting. Learners can remote in through video conferencing software.
• ILT – Classroom training – In-person instruction with a live instructor and learners physically present in the same location.
• Brown bag lunch – Informal training sessions held during lunch breaks. Learners bring their own lunch and participation is voluntary.
• Virtual training – Training conducted in an online setting with remote instructors and learners. Includes methods like virtual classrooms.
• Augmented Reality (AR) Training – Overlays computer-generated graphics and information onto the real-world environment in real-time to enhance learning with interactive digital elements. Allows simulated practice of skills. Often uses AR headsets or devices.
• Virtual Reality (VR) Training – Immerses learners into simulated 3D environments completely through VR headsets. Used for experiential learning of new skills through practice in realistic simulated settings. Blocks outside distractions during training.
• Asynchronous learning – Self-paced online training where learners complete courses on their own schedule. Does not require real-time interaction.
• eLearning – Training delivered through digital mediums, often self-paced courses taken online. Covers methods like asynchronous learning.
• Simulation training – Training in an artificial simulation of a work environment used to mimic real situations and develop skills through practice and feedback. Could use specialized equipment.
• Microlearning – Training content/courses broken down into short burst lessons as short as 1-5 minutes long. Focused on very specific skills.
• Podcasts – Audio training series delivered via digital audio files where learners listen and learn passively from a recording.
• Video training – Delivery of training materials through instructional videos that demonstrate processes and skills visually. Learners watch on their own schedule.
• Mobile learning – Training delivered to learners on mobile devices like smartphones and tablets, enabling learning on the go.
• Email courses – Training sent directly to learners’ email inboxes broken into lessons or units over time. Self-directed and on learner’s schedule.
• Learning portals – Websites or apps that curate multiple training resources, courses, tools, and materials into a central training platform or portal for ease of learner access.
• Adaptive learning – Computer-based training that adapts and personalizes content/activities based on an individual learner’s needs and responses in real time.

Facilitator’s Role in Engaging Learners

The role of trainers or instructors goes beyond dispensing information; they are catalysts for engagement and empowerment. Trainers and instructors play a pivotal role in shaping the learning experience for participants. Beyond being mere knowledge transmitters, they act as facilitators who guide learners on their educational journey.

By employing various techniques and strategies, they can enhance engagement, promote active participation, and foster a positive and supportive learning environment. In this section, we explore the multifaceted role of trainers and instructors in effective training delivery.

The trainer’s role in delivering effective training extends far beyond relaying information. By employing hands-on activities, providing ongoing support, and tailoring training to individual needs, trainers can create a stimulating and engaging learning environment.

Through these efforts, organizations can maximize the impact of their training initiatives, nurturing a skilled and motivated workforce that is ready to embrace new challenges and drive the company’s success.

Hands-On Activities for Enhanced Retention

Passive learning can limit knowledge retention , while interactive and hands-on activities can boost engagement and knowledge transfer .

One of the key responsibilities of trainers is to create interactive and hands-on activities that stimulate participants’ minds. By incorporating practical exercises, simulations, and real-world projects into the training curriculum, trainers can reinforce learning and enhance retention.

Hands-on activities solidify theoretical concepts and provide a safe space for learners to apply their knowledge, experiment, and learn from their mistakes.

Incorporating group activities, role-plays, and case studies can encourage collaboration and teamwork, fostering a sense of camaraderie among learners. Furthermore, by tailoring these activities to address specific challenges that employees may encounter, trainers can ensure that the training is relevant and directly applicable to their day-to-day responsibilities.

Continuous Support and Follow-Up

Training delivery doesn’t end with a single session; continuous support and follow-up are critical for ensuring knowledge application in the workplace.

Training is not a one-and-done event; it is a continuous process that requires ongoing support and follow-up. Trainers must provide post-training reinforcement to help participants retain and apply what they have learned in their daily tasks. This can be achieved through follow-up sessions, one-on-one coaching, or mentoring programs.

By offering continuous support, trainers can address any questions, concerns, or roadblocks that learners may face as they implement their newfound knowledge in the workplace. This personalized attention demonstrates the organization’s commitment to employee growth and development, ultimately fostering a sense of loyalty and investment in the company’s success.

Tailor Training to Individual Needs

Generic training programs seldom yield optimal results. Recognizing that every learner is unique, trainers must adapt their approaches to cater to different learning styles and preferences. Using various instructional methods, such as visual , auditory , and kinesthetic techniques, ensures that the training resonates with all participants.

Before the training commences, trainers should assess the participants’ skill levels, knowledge gaps, and learning objectives. This information enables them to design customized learning paths that address specific needs and promote a sense of ownership over the learning process.

Moreover, embracing adaptive learning technology can further personalize the training experience. By leveraging AI-driven platforms, for example, trainers can dynamically adjust the content based on participants’ progress and performance, optimizing knowledge retention and skill development.

Leverage Technology and Multimedia Tools

Technology has revolutionized the training landscape, and incorporating multimedia tools can significantly enhance the learning experience. Technology plays a transformative role in the training landscape, enabling organizations to create dynamic and interactive learning experiences.

By harnessing the power of learning technology and multimedia tools, training can be made more engaging, personalized, and effective. Let’s explore the various ways in which technology can revolutionize training, with a specific focus on integrating training into the workflow for maximum impact.

Leveraging technology and multimedia tools in training is pivotal for organizations looking to optimize their learning initiatives. By incorporating multimedia learning, VR and AR applications, and AI-powered adaptive learning, companies can create immersive and personalized experiences that enhance knowledge retention and skill development.

Moreover, by embracing Just-In-Time training strategies and integrating training into the workflow, organizations can ensure that learning is continuous, contextualized, and directly applicable to employees’ daily tasks. Embracing these modern training methods empowers organizations to unlock the full potential of their workforce and drive sustainable growth and success in today’s dynamic business landscape.

Training in the Workflow

Training in the Workflow, a strategy built on micro-learning, delivers bite-sized, task-specific content to employees when they need it most. This is often facilitated by using a Digital Adoption Platform , teamed with a Learning Management System alongside internal and external training material.

Just-in-time learning ensures quick access to relevant knowledge, enhancing productivity and skill development. Personalized and seamlessly integrated with existing workflows, this approach fosters a continuous learning culture and drives organizational success through efficient and effective training.

Meet the Demand for Accessible Learning Programs

As workplaces become more diverse, accessibility becomes a crucial consideration. In today’s diverse and inclusive workplaces, accessibility is no longer an option; it’s a fundamental necessity. Ensuring that training programs are accessible to all employees, regardless of their abilities or backgrounds, is paramount to creating a positive and equitable learning environment.

Meeting Section 508 compliance standards is not only a legal requirement for many organizations but also a moral imperative to foster an inclusive workplace.

Addressing accessibility concerns in training programs goes beyond just fulfilling regulatory requirements. It shows a commitment to equal opportunities for professional development and growth. When employees feel that their unique needs are recognized and accommodated, they are more likely to be engaged and motivated in their learning journey.

Investing in accessible technology and authoring tools that comply with accessibility standards is essential. These tools allow content creators and trainers to design materials and deliver training with accessibility in mind from the outset, reducing the need for retrofitting after content has been created.

Navigating the Mobile Workforce Challenge

With the rise of remote work and the increasing mobility of employees, traditional training approaches may no longer suffice. To meet the demands of a mobile workforce, organizations should implement mobile learning strategies that support effective training delivery by enabling employees to access training materials and resources conveniently, regardless of their location or time zone.

• Responsive Design: Developing training materials with a responsive design ensures that they adapt seamlessly to various devices, such as smartphones, tablets, and laptops. This approach enables employees to access training content on their preferred devices, promoting a sense of autonomy in their learning journey.
• Micro-Learning Modules: Short, bite-sized training modules are ideal for employees on the go. Micro-learning allows individuals to engage with the training material during short breaks, commutes, or other pockets of free time, maximizing their learning opportunities without disrupting their work schedules.
• Mobile Apps and Platforms: Investing in mobile learning apps or platforms can be transformative for a mobile workforce. These applications offer a user-friendly interface, intuitive navigation, and offline access to content, ensuring uninterrupted learning, even in areas with limited internet connectivity.
• Virtual Collaboration Tools: Facilitating virtual collaboration and communication among employees fosters a sense of belonging and community within the mobile workforce. Integrating video conferencing, instant messaging, and discussion forums can provide a platform for shared learning experiences and peer support.
• Gamified Mobile Learning: Leveraging gamification in mobile learning can boost engagement and motivation. By incorporating elements such as badges, leaderboards, and rewards, organizations can inspire healthy competition and drive learning uptake among remote or mobile employees.

By implementing mobile learning strategies and ensuring accessibility, organizations can empower their mobile workforce with continuous learning opportunities, aligning training delivery efforts with the evolving needs of a dynamic and geographically dispersed workforce.

This adaptability not only enhances individual employee growth but also contributes to the organization’s overall success in an ever-changing business landscape.

The Power of Ongoing Evaluation and Feedback

Regular assessment and feedback are essential to measure the effectiveness of training initiatives and identify areas for improvement. Continuous assessment of key performance indicators and collection of comprehensive feedback allows organizations to gauge the impact of training initiatives objectively.

By identifying strengths and areas for improvement, organizations can adapt their training content to meet the changing needs of the workforce. This commitment to continuous improvement fosters a culture of learning and enhances employee engagement .

Linking training outcomes to organizational goals provides tangible evidence of the value of training investments and informs strategic decision-making.

Embracing ongoing evaluation and feedback nurtures a thriving learning culture, positioning organizations as leaders in their industries, ready to meet the challenges of an evolving workforce and marketplace.

Aligning Training with Organizational Goals

For training to be truly impactful, it must align with the broader strategic objectives of the organization and cater to the needs of key stakeholders. Training initiatives are most effective when they are thoughtfully aligned with the overarching strategic objectives of the organization.

By tailoring training programs to support these goals, organizations can ensure that their learning efforts contribute directly to the success of the business. Here, we explore the key steps of aligning training with organizational goals and how it can foster a culture of learning and growth within the workforce.

• Understanding Organizational Goals : Before embarking on any training endeavor, it is crucial to have a comprehensive understanding of the organization’s goals. This involves engaging with key stakeholders, such as senior management and department heads, to gain insights into the company’s long-term vision, mission, and specific targets.
• Identifying Skill and Knowledge Gaps : Once organizational goals are clear, the next step is identifying the skill and knowledge gaps that may hinder progress. Conducting a thorough training needs analysis enables HR and L&D teams to pinpoint areas where employee development is required to support the strategic vision.
• Defining Learning Objectives Aligned with Goals : To ensure alignment, learning objectives must be explicitly tied to the organizational goals. Each training program should have clearly defined outcomes that link the skills and knowledge acquired during training to specific business outcomes.
• Integration of Real-World Scenarios : To reinforce the alignment between training and organizational goals, incorporating real-world scenarios into the learning experience is essential. By using case studies and simulations that mirror actual workplace challenges, learners can grasp the practical applications of their training.
• Communication of Training Relevance : Transparent communication is key to helping employees understand the importance of their training in relation to organizational goals. Before training sessions, communicate the relevance and significance of the training program, highlighting how it contributes to the overall success of the organization.
• Creating a Culture of Learning and Growth : Aligning training with organizational goals goes beyond individual programs; it fosters a culture of continuous learning and growth within the organization. By consistently demonstrating the connection between training initiatives and business outcomes, employees are more likely to view learning as an integral part of their career development.
• Monitoring Progress and Evaluation : To ensure ongoing alignment, organizations must continuously monitor the progress of their training initiatives and evaluate their impact on achieving organizational goals. Regular assessment of training effectiveness allows for timely adjustments and improvements, ensuring that the learning experiences remain relevant and impactful.

Unleash Effective Training Delivery Today

Modern training methods are essential for fostering a motivated, skilled, and agile workforce. By combining learner-centric eLearning, gamification, diverse training delivery methods, and ongoing evaluation, organizations can create a culture of continuous learning and drive unprecedented success.

By prioritizing accessibility and adapting to the demands of a mobile workforce, companies can ensure that their training initiatives resonate with employees across the board. Embracing the power of technology and tailoring training experiences to individual needs will undoubtedly propel organizations toward sustainable growth and success.

Intellek (formerly TutorPro) is a founding member of the learning technology industry. With a presence in the USA, UK, Canada, and the EU – for over 30 years we have pioneered the development of cutting-edge eLearning software and online training solutions, with a large and diverse portfolio of international clientele.

Disclaimer: We use all the tools available including generative AI to create relevant and engaging content.

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Training plan template: how to craft a comprehensive plan, share this article.

At one point, workers were expected to come into a job with all the necessary skills and experience or were left to learn them independently. That isn’t the case anymore; and employee training and development is integral to employee onboarding, satisfaction, and retention. 

More than three-quarters of employees now say they are more likely to stay with a company that offers continuous training and development opportunities. 

In today’s competitive business landscape, organizations must prioritize employee training and growth to foster an engaged, skilled workforce ready to tackle challenges head-on.

But it can be difficult to know where to start. 

We’ve put together a comprehensive training plan template to help you develop, design, and distribute a well-structured learning path for your corporate and B2B training programs. 

Skip ahead:

Introduction to Training Plan Templates

Components of an effective training plan template, creating a custom training plan template, adapting the training plan template for different training needs, implementing your training plan, evaluating the success of your training plan, frequently asked questions.

Whether the goal is to help your corporate training clients  to  boost productivity, improve performance, or acquire new skills, a well-crafted training plan serves as a guiding framework to achieve these objectives. This is where the importance of design comes into play, and leveraging a customizable template can offer numerous benefits to streamline the entire process.

A well-orchestrated training plan sets a clear path for skill development and learning and ensures that no crucial aspect is overlooked while facilitating employee growth. Training plan templates expedite the planning process by providing ready-made structures tailored to suit the unique requirements of any individual or organization. 

Here are some key benefits of using a training plan template.

• Simplification and Efficiency: Customizable templates save time and resources by providing a structured framework for training sessions, workshops, and learning programs tailored to your unique needs .
• Consistency: Templates ensure uniformity throughout the training program, maintaining momentum and preventing participant confusion. Standardized formats include clear goals, timeframes, and performance evaluation criteria.
• Examples and Inspiration: High-quality templates come with real-life examples or case studies, offering valuable insights and inspiration for your training plan design.
• Progress Tracking and Evaluation: Using a well-designed training plan template enables effortless tracking of progress, measuring results, and identifying areas requiring improvement or modification. This data-driven approach allows for informed decision-making and continuous improvement within the training program.

Using a customizable training plan template streamlines the crafting of an effective strategy. It helps maintain consistency, encourages organization, enables progress tracking, and ultimately ensures the realization of desired goals. 

With these templates’ many benefits, there has never been a better time to optimize your training approach and reap the rewards of sustained success.

An efficient training plan template must include several key components, which allow for a comprehensive and organized training program. Let’s dive into the critical elements of an effective template.

Training Objectives

Clearly defined training objectives are essential, as they spell out the desired outcomes or skills participants should achieve by the end of the training program. These objectives should be specific, measurable, achievable, relevant, and time-bound (SMART). 

By the end of a one-week Customer Service Excellence course, participants should be able to effectively handle challenging customer service scenarios, demonstrate active listening skills, and resolve customer complaints with a 90% satisfaction rate.

Target Audience

Identifying the target audience is critical for tailoring the training plan to meet the needs of specific learners. This section specifies the group(s) that will undergo the training, such as specific job roles, departments, or experience levels.

The target audience for a Time Management workshop consists of entry-level employees in the marketing department who have been struggling to meet deadlines.

Training Methods and Materials

This section outlines various training methods and materials which cater to different learning styles and preferences . Examples include presentations, group discussions, hands-on exercises, role-playing, videos, case studies, quizzes, and e-learning modules. 

In a Sales Techniques training program, instructors use presentation slides, group role-playing activities, competitor analysis case studies, and online resources like video demonstrations and interactive quizzes.

Timeframe and Milestones

Establishing a timeframe and milestones within the training program allows for effective time management and progress tracking. This section specifies start and end dates, durations for each module, and key milestones to be reached.

A six-week Leadership Development program might allocate one week per module, with milestones such as completing self-assessment, submitting a personal leadership plan, and delivering a team presentation.

Assessment and Evaluation

Assessment and evaluation measure the effectiveness of the training program and the extent to which participants achieve the stated objectives. This section details various assessment methods, such as exams, practical exercises, participant feedback, and performance reviews.

To evaluate the impact of a Conflict Resolution workshop, participants might undergo pre- and post-training assessments, engage in role-playing activities during the training, and participate in follow-up surveys to gauge the transfer of skills to the workplace.

Building a tailored training plan template ensures the design caters to your organization’s or audience’s specific needs. We’ve provided four customizable templates that you can use for basic training, sales, customer support, customer success, or other industry-specific needs.

To make your own custom training plan template, follow these step-by-step guidelines.

• Identify the Training Objectives: Begin by setting clear, SMART training objectives. These goals should consider the specific skills or knowledge participants should acquire by the end of the training program. Remember to include these objectives in your training plan sample PDF for reference.
• Define the Target Audience: Determine the specific group(s) the training program is designed for. This can include specific job roles, departments, or experience levels. Make a note of the target audience in your training plan PDF.
• Choose Training Methods and Materials: Select diverse training methods and materials that cater to the participants’ varying learning styles and preferences. 
• Establish a Timeframe and Milestones: Outline the duration of the entire training program and allocate time for each module, where applicable. Clearly define the start dates, end dates, and milestones for participants to achieve during the program.
• Decide on Evaluation Methods: Choose suitable assessment methods to evaluate the effectiveness of the training program and measure the extent to which participants achieve the stated objectives.
• Create a Training Plan Template Structure: Now that you have all the elements, build the structure of your custom training plan template based on the components above.
• Convert the Template into a PDF Format: After creating the custom training plan template, save it as a training plan sample PDF to ensure compatibility and easy sharing. This format allows you to distribute the template across various platforms and devices without losing information or formatting.
• Test and Refine Your Template: Before using the template for your training programs, test it with a small group to ensure that it covers all essential aspects and meets your organization’s specific needs. Gather feedback and use it to refine the template as needed.

With a robust training plan template, you’ll be better equipped to guide participants toward achieving their goals, ultimately benefiting both individuals and the organization.

A versatile training plan template is essential for addressing an organization’s changing needs and adapting to various industry requirements or compliance standards. 

Here’s how to tweak your custom training plan template to cater to specific contexts and needs:

Adjust Objectives Based on Industry Requirements

Different industries have unique skill sets, knowledge areas, or professional standards they need to adhere to. When adapting your training plan template, ensure that the objectives align with the specific requirements of the industry in question.

Customize Target Audience According to Job Roles and Responsibilities

Jobs within different industries require specific competencies and skill sets. Tailor the target audience section of your template to cater to participants from diverse backgrounds and professional roles within the given industry or job function.

Modify Training Methods for Industry-Specific Contexts

Different training needs may require adjustments in the training methods and materials used. For example, some industries may benefit from more hands-on learning experiences, while others might require immersive virtual training environments.

Consider the Learning Curve

Some industries may have a steeper learning curve and require additional resources. Allow ample time to acquire new skills, practice, and refine them, or provide additional time for learning complex concepts or techniques.

Incorporate Relevant Compliance Requirements

When customizing your training plan template, include any industry-specific standards, regulations, or compliance requirements the training program must address. This will ensure that the participants and organization comply with relevant laws and guidelines.

Once your training plan has been created and adapted to suit your specific needs, the next crucial step is successful execution. Here are five tips to help ensure your training plan implementation is seamless and results-driven. 

• Communication: Ensure all stakeholders—trainees, managers, and instructors—are well-informed about the program. Provide clear details about the objectives, timeline, expectations, and essential prerequisites. 
• Organization: Before commencing the training, gather and organize all needed materials, such as presentations, manuals, equipment, or digital resources. Careful preparation ensures a smooth learning experience and reduces the chances of disruptions or delays during the execution of the plan.
• Engagement: Strive to create engaging and interactive learning experiences. Encourage active participation from the trainees, incorporate diverse teaching methods, and provide opportunities for group collaboration. 
• Feedback: Consistently track progress and provide constructive feedback. This continuous feedback loop allows for timely adjustments, ensuring the training objectives are realized more effectively.
• Evaluation: Once the training program is completed, evaluate the outcomes using the predefined assessment and evaluation methods from your training plan template. This helps measure effectiveness and highlights areas for future improvements.

By implementing these five tips during the execution of your training plan, you can further enhance the success of your training initiatives, leading to better outcomes and a more skilled and prepared workforce.

Often, companies will look at a single metric to evaluate their training plan success: completion rate. That’s important, but it’s not the only thing you need to worry about. 

Let’s break down a few more key performance indicators (KPIs) you can watch out for. 

Qualitative KPIs

• Employee Satisfaction: Gather feedback through post-training surveys to gauge participant satisfaction and perceptions of the program.
• Instructor Effectiveness: Collect participant feedback on the instructor’s teaching style, communication, and overall effectiveness in delivering the training content.
• Skill Application: Observe and gather insights on how trainees apply the acquired skills in their day-to-day work.

Quantitative KPIs

• Knowledge Acquisition: Measure the increase in knowledge or skills by comparing pre- and post-training tests or quizzes.
• Performance Metrics: Monitor relevant job performance metrics, such as productivity rates, error rates, or sales figures, to assess the training’s impact on employee performance.
• Return on Investment (ROI): Calculate the financial benefits of the training program compared to the costs incurred in its implementation.

By tracking both qualitative and quantitative KPIs, you can gain a comprehensive understanding of your training program’s success and identify improvement areas, ultimately enhancing future training initiatives’ effectiveness.

The art of crafting a robust training plan using a customizable template, strategically implementing it, and diligently evaluating its success is paramount in today’s dynamic landscape.

Seize this opportunity to harness the power of well-crafted training programs and trailblaze a future defined by resilient, skilled, and accomplished individuals, propelling your organization toward unrivaled success.

Download the Training Plan Template

Simplify your training strategy creation. This free template helps you map out an effective, comprehensive plan for your upcoming training programs or courses. Save time, improve coherence, and execute your training seamlessly. Grab your copy today and enhance your training planning process.

Q. What are the benefits of using a training plan template?

Using a training plan template saves time, improves consistency, allows customization, and creates streamlined processes. Additionally, templates facilitate easier tracking of progress, informed decision-making, and continuous improvement within the training program.

Q. How do I create a custom training plan template?

To create a custom training plan template, follow these steps: 

• Identify training objectives
• Define the target audience
• Choose training methods and materials
• Establish a timeframe and milestones
• Decide on assessment and evaluation methods
• Create a template structure
• Convert the template into a shareable format (e.g., PDF)
• Test and refine your template

Q. Can I adapt a training plan template for different training needs and industries?

Yes, you can adapt a training plan template to suit various training needs, industries, and compliance requirements. Adjust the objectives, target audience, training methods, timeframe, milestones, industry standards, and assessment criteria to cater to the specific context and needs.

Q. How can I evaluate the success of my training plan?

Evaluate the success of your training plan by monitoring qualitative and quantitative key performance indicators (KPIs). Qualitative KPIs include participant reactions, satisfaction, instructor effectiveness, and skill application. Quantitative KPIs encompass knowledge acquisition, completion rates, performance metrics, and return on investment (ROI).

Q. What are the key components of an effective training plan?

The key components of an effective training plan are:

• Well-defined training objectives
• A specified target audience
• Appropriate training methods and materials
• A clear timeframe and milestones
• Proper assessment and evaluation methods

Daniela Ochoa is the go-to Content Marketing Specialist here at Thinkific Plus! With years of experience in marketing and communications, she is passionate about helping businesses grow through strategic storytelling, innovative digital campaigns, and online learning at scale.On this blog, she shares her expertise in content marketing, lead generation, and more.

• How To Implement Mandatory Training For Employees In 6 Easy Steps
• How To Track Employee Training (+Excel Template)
• Training Audit Checklist: A Comprehensive Guide for Effective Evaluation
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• Training Proposal Template (+ Tips For Writing A Successful Proposal)

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17 Best Employee Training Methods & Techniques (2024)

• Published: February 5, 2023
• Updated: June 17, 2024

In the ever-evolving landscape of the modern workplace, the significance of effective employee training has grown exponentially. As organizations navigate rapid technological advancements, shifting market demands, and dynamic skill requirements, the methods employed to educate and empower their workforce have become paramount. 

In this article, we delve into a comprehensive exploration of diverse training methods, ranging from traditional classroom settings to cutting-edge technological innovations. By uncovering the strengths, limitations, and applications of each method, we aim to provide insights that empower organizations to design training programs that foster continuous learning, skill enhancement, and adaptability in an ever-changing professional landscape.

What Are Employee Training Methods?

Employee training methods refer to the various approaches and techniques used to educate and develop employees’ skills, knowledge, and competencies. These methods are designed to enhance employees’ job performance, job satisfaction, and overall effectiveness within an organization. 

Employee training methods encompass a wide range of strategies, from traditional classroom-based training to modern technology-driven approaches. The choice of training methods depends on factors such as the nature of the content, the learning objectives, the target audience, available resources, and the organization’s goals.

What Are the Most Effective Employee Training Methods?

• On-the-Job training
• Instructor-led learning
• Role playing
• Simulation training
• Collaborative training
• Video training
• Cross-training
• Job shadowing
• Case studies
• Peer-to-peer learning
• Spaced learning
• Gamification
• Mobile learning
• Blended learning
• Microlearning

17 Best Employee Training Methods & Techniques in 2024

Here’s our collated list of different employee training methods for you to choose from.

1. eLearning

eLearning or remote training has become one of the most recognized employee training methods, especially in the post-pandemic world where employees are remote and can’t attend in-person training sessions. eLearning enables employees to learn from the comfort of their homes, according to their individual learning styles and needs. 

• Online courses combine interactive games, quizzes, activities, and gamification to keep employees engaged and improve learning retention .
• It gives employees the freedom to learn on the go with a smartphone. 
• Some components of eLearning can be automated, lowering overhead and decreasing the instructor’s need to be involved in the training constantly. 
• eLearning is scalable.
• eLearning does not require a physical classroom, which translates to reduced monetary spending.
• Employees can easily manage work with learning by taking the online courses at their preferred time. 
• Learning Management Systems (LMS) provide enough data to efficiently calculate training ROI, allowing L&D teams to measure the success of different training programs.
• It takes a lot of time to design training materials and keep them updated. 
• Employees might feel isolated with the lack of face-to-face interaction with instructors.
• Requires stable access to high-speed internet.
• Because employees are using a screen, it’s easy to get distracted by other apps or internet sites.
• No hands-on experience for sharpening practical skills.

There are many types of eLearning tools to assist L&D teams in creating, managing, updating, and facilitating effective training programs .

Here are a few resources to find the right L&D tools for your organization’s contextual learning needs:

• Best Learning Management Systems
• Best Content Authoring Software
• Best Instructional Design Software
• Best Digital Adoption Platforms

2. On-the-Job training

On-the-job training enables active participation for employees by allowing them to learn in the flow of work .

It’s one of the most effective employee training methods to teach a new software application or process via in-app and on-screen walkthroughs and guides that help users navigate different application features and tasks.

The end goal of on-the-job training is faster user adoption of new tools or newly released features. According to the 70-20-10 model , 70% of employee learning comes from work experiences, so on-the-job training should be part of your training program.

• On-the-job training leads to better results as it is easier for employees to learn while working on a project themselves.
• Training employees on the job saves money spent on costly off-site training programs.
• Employees pick up new skills without disrupting their daily routines and productivity.
• Facilitates personalized training by allowing employees to focus on the skills most relevant to their job.
• Can be less productive for employees who prefer face-to-face interaction or guidance.

TIP: Digital Adoption Platforms are an in-app guided learning tool with no-code options that can be deployed to quickly produce learn-by-doing content in multiple formats and cut the content creation time. Whatfix’s interactive on-the-job eLearning solution augments your training by helping employees learn while doing within the business application.

The Whatfix Digital Adoption Center of Excellence (COE) program is built for personalization. We work with customers to optimize training time by creating role-specific tasks.

3. Instructor-led learning

Instructor-led training is one of the most traditional and popular types of employee training techniques that mimics physical classroom spaces with an instructor present to lead the training session. This usually occurs using a lecture-style presentation with supporting visual components.

• Direct interaction with trainers and other employees prevents social isolation.
• Questions that arise during the course are brought up and responded to quickly and effectively.
• An effective method for complex topics that need personal guidance.
• Trainees cannot move at their own pace. 
• Rented spaces, travel, and catering costs make it non-economical.
• Employees might find it boring and disengage easily.
• Limited data to calculate ROI.
• Not suitable for remote workers.

4. Role playing

This technique is when a learner and an instructor both act out their roles in potential workplace scenarios. This method is most effective for employees whose job roles include direct client or customer interaction, as it gives them some experience in handling difficult situations with customers (ie. think call center training .)

• Roleplaying for relatable scenarios boosts employee engagement.
• Encourages learners to utilize problem-solving and critical thinking skills in the moment.
• Prepares employees for difficult work scenarios.
• Improves customer interaction skills for employees.
• Requires more of an employee’s time, hurting productivity.
• Unnecessary for simple, straightforward topics.
• Not everyone is comfortable with role-playing scenarios; this can affect performance.

5. Coaching

The coaching method involves an experienced professional – a supervisor, mentor, or veteran employee – who mentors or coaches an employee on specific job tasks and responsibilities. The method can be implemented both in-person or virtually using coaching software , making it ideal for both in-office and remote workforces .

• Builds a relationship between employees. 
• Allows employees to ask questions they may not feel comfortable asking in a classroom during instructor-led training. 
• Employees learn by watching their mentor do things in real-time.
• Requires a significant amount of time investment from the supervisor/mentor.
• The relationship between the mentor and learner is a major deciding factor for a successful training session.
• Limited data to show how social learning works and calculate ROI.

6. Simulation training

Simulation training lays out different scenarios that allow employees to practice tasks that mimic the actual work of their specific job’s role. This is an ideal training method for employees working in high-risk or high-stakes fields such as pilots or doctors. Many times, simulation training is mandated by the state or federal government and it’s called compliance training .

• Builds skills such as problem-solving and critical thinking under pressure.
• Learners can make decisions in a risk-free environment and experience the consequences of different decisions.
• Offering trainee participation keeps learners engaged and focused.
• Allows learners to improve their skills by learning from their errors.
• Learners gain a better understanding of the consequences of their actions.
• Simulation exercises can be expensive.
• Simulation cannot always completely recreate real-life situations.
• Learning simulations require regular updates and maintenance based on the changing industry trends.
• Simulation training may provide a faulty sense of safety or employee’s downplaying simulations as a result of desensitization.

20 Best Employee Training Software in 2024

How to Set Realistic Employee Training Objectives (2024)

9 Critical Employee Training Challenges to Overcome (2024)

7. Collaborative training

Collaborative training is a methodology where employees share their knowledge and expertise, teaching and learning from one another at the same time. This technique helps enhance the overall training experience for employees by capitalizing on their skills, ideas, and knowledge.

• Creates a shared learning culture by building an atmosphere where team members are continually collaborating.
• When training is conducted in groups, it reduces time investment and costs.
• Promotes better knowledge retention.
• Slow participants cause the entire class to fall behind.
• It can be challenging to get everyone in one place, at the same time.

8. Video training

Video training is one of the most effective employee training methods to engage employees and deliver sophisticated learning experiences at a lower cost than traditional training. Creating training videos f or employees enables them to digest information in an easy-to-understand format that is easier to retain, and that employees are able to go back and watch at any time.

• Investing in video training is a one-time cost spent on video production that can then be used until your processes are outdated.
• Videos offer better engagement for your team members, resulting in a higher likelihood of information retention.
• Enables employees to learn at times that are convenient to them, without hindering their workplace productivity.
• Videos provide better knowledge retention, employee engagement, and learner attention in comparison to basic text documents or traditional classroom seminars.
• Your video hosting providers give you access to different training metrics to track and measure training effectiveness .
• Video training does not offer the in-person level of human contact.
• Videos can be time-consuming when it comes to updating any information changes.

9. Cross-training

Cross-training involves teaching an employee hired to perform one job function the skills to perform new job functions. This allows them to offer support in the time of need instead of having to outsource work. Employees find cross-training beneficial for their personal growth as it makes them learn new skills to enhance their value within the organization, or switch to a role that they feel is more aligned with their career aspirations. 

• Prepares employees to fill a vacant position temporarily in time of need. 
• Equips the current skill set of employees with an enhanced set of skills.
• Teams become more collaborative by helping each other more actively.
• Ability to promote from within, reducing recruiting costs.
• For larger organizations, it takes dedicated time, effort, and resources to accomplish cross-training.
• Additional duties can be a serious distraction to most employees.
• Employees might end up feeling overworked.

10. Job shadowing

Job shadowing allows employees to follow and observe other professionals working in different job functions to gain insight into their work area. It is also implemented to allow lesser experienced individuals to work alongside experienced professionals to sharpen their skills from those who have already mastered them.

• Improves communications across different departments.
• Boosts continuous employee development and improvement.
• Allows employees to explore different potential career options.
• For the person being shadowed, it is an excellent way to share their experiences with other colleagues.
• It’s less time-intensive than an internship.
• First-hand information or knowledge provided to the observer.
• Builds strong relationships between new hires and tenured employees.
• In the beginning, the observer will need to shadow their mentor for a long length of time to fully understand the information.
• Before the observer starts learning about a specific job, they need to have some initial knowledge of the field – as well as the workplace behavior required of it.
• There might not be enough time for in-the-moment questions, meaning some important answers may be lost due to the fast-paced nature of job shadowing.

11. Case studies

With the case study method, employees are presented with a real or fictional complex situation to analyze and use as a reference for their solutions. While cases vary in complexity and detail, trainees should be given enough data and information to analyze the situation and come up with their solutions. 

• Develops data analysis, decision-making, and problem-solving skills for employees.
• When employees constantly work on case studies, they find it less difficult to handle similar situations in real life.
• Increases employees’ capability of thinking outside the box.
• The case study method is inexpensive.
• It is a labor-intensive method of collecting data.
• Time-consuming for employees to analyze the data.

12. Peer-to-peer learning

Peer-to-peer learning is a mutual learning strategy that involves participants of the same level engaging in collaborative learning. This type of learning allows employees to work through new concepts and share ideas with their peers working on the same project. The opportunity to teach and be taught by one another is an effective way for organizations to grow stronger employees that work together productively.

• Encourages connectivity, collaboration, and teamwork.
• Increases employee engagement and productivity.
• Promotes knowledge-sharing culture within the organization.
• The peer-learning method is inexpensive.
• Time might be wasted on discussing irrelevant topics.
• Needs dedication and commitment from peers.

13. Spaced learning

Spaced learning breaks down long employee training programs into several sessions or modules of shorter durations, with spaced intervals in between. Parts of these sessions are reintroduced multiple times over the course of the next few days or weeks for learners to recall information, driving long-term knowledge retention.

• Overcomes the effects of the forgetting curve by providing learners with periodic review and reinforcement of previously learned knowledge.
• Incorporates interactive and real-world scenarios into your training programs.
• Prevents fatigue, reduces mental exhaustion, and keeps learners engaged with the content.
• Knowledge retrieval exercises can be challenging for some people.

14. Gamification

Gamification in training incorporates gaming elements such as points and badges into training courses. By leveraging psychology, gamified training engages learners and makes them more willing to take on repetitive tasks despite the risk of failure. Gamification of training has been shown to increase employee performance and the adoption of new software.

• Gamification makes learners want to achieve the learning objectives of a course thereby increasing engagement and completion rates.
• As learners progress through the game, they receive instant feedback.
• Employees are provided with badges or rewards as they proceed through the game. This boosts employee motivation.
•  The cost of additional resources to enhance the gameplay might go over budget.

15. Mobile learning

Mobile learning (or mLearning) refers to the process of online learning via a personal mobile device such as smartphones, tablets, or laptops. This training method empowers learning on the go, enabling users to access content whenever and wherever they want. 

• Utilizes familiar technology, promoting higher engagement and comfort
• Mobile learning content comes in a variety of forms, such as podcasts, videos, quizzes, or eLearning courses that help increase engagement and boost learning retention.
• Facilitates just-in-time learning, addressing immediate performance needs.
• Fosters self-directed learning, empowering individuals to take control of their development.
• Limited effectiveness for complex or in-depth topics that may require a more immersive learning environment.
• Relies on stable internet connectivity and appropriate device capabilities, potentially excluding some learners.

16. Blended learning

Blended learning combines the best of two training environments – traditional face-to-face learning and eLearning – to meet the evolving needs of new-age learners.  

• Combines the strengths of various methods, catering to diverse learning styles and preferences.
• Provides flexibility by allowing both in-person interactions and self-paced online learning.
• Offers a well-rounded learning experience that combines theoretical knowledge with practical application.
• Maximizes engagement through a variety of activities, increasing learner motivation.
• Requires effective time management skills to balance both in-person sessions and self-paced online learning.

17. Microlearning

Microlearning is an approach to learning new knowledge that breaks learning content into small, bite-sized information modules. Smaller learning sessions provide all information necessary for learners to achieve a specific training objective in a short window of time, making microlearning valuable in business contexts.

• Enhances knowledge retention by delivering information in short, focused bursts.
• Fits well into busy schedules, allowing learners to access content quickly during spare moments.
• Facilitates continuous learning by promoting frequent engagement with small, manageable units of information.
• Accommodates various learning styles through the use of multimedia elements and interactive formats.
• Supports just-in-time learning, providing immediate solutions to specific challenges or questions.
• Might lack depth for complex topics that require comprehensive understanding.
• Could lead to fragmented learning experiences if not properly organized and integrated.
• May not suit all learning preferences, as some individuals might prefer more comprehensive and in-depth learning approaches.

Factors to Consider While Choosing the Right Training Method

Here are a few factors to consider while choosing the right training method for your employees.

1. Learning objectives and content

The learning objectives and content of the training are fundamental in determining the appropriate training methods. Different methods excel at achieving certain types of objectives. 

For instance, if the training aims to teach technical skills, hands-on methods such as simulations or on-the-job training might be effective. On the other hand, for theoretical concepts, eLearning or instructor-led sessions work well. The content’s complexity, depth, and practicality influence which method aligns best with the desired learning outcomes.

2. Learner preferences

Understanding the preferences of their learners is vital for L&D managers. People have different learning styles, some respond better to visual content, while others prefer interactive discussions. 

Gathering information about how your learners like to learn guides you in selecting a method that resonates with them. Catering to your learners’ preferences enhances engagement, motivation, and the effectiveness of the training.

3. Accessibility and availability

Consider the logistics of training, including where and when it will take place. If your workforce is geographically dispersed, virtual methods might be more suitable. Accessibility is also crucial—can employees easily access the training content? Ensure that the chosen method aligns with participants’ availability and accommodates their schedules, especially for remote or shift-based workers.

4. Costs and resources

Different training methods come with varying costs in terms of both money and resources. Some methods, like eLearning or mobile learning, might require investments in technology and content development. Others, like instructor-led training, might involve hiring trainers and renting physical spaces. Assess your organization’s budget and resource availability to choose a method that aligns with your financial capabilities.

In an era defined by rapid technological advancements and the ever-growing need for skill agility, the integration of  Digital Adoption Platforms (DAPs)  marks a transformative shift in the landscape of employee training. As organizations strive to empower their workforce with the skills and knowledge required to navigate complex digital environments,  DAPs  emerge as catalysts of success. By seamlessly guiding employees through software applications, offering personalized learning experiences, and providing insightful analytics, DAPs not only bridge the gap between training and application but also foster a culture of continuous learning and growth. 

As we conclude this exploration into the realm of employee training methods, the incorporation of DAPs stands as a resounding affirmation that innovation in training methods can pave the way for empowered, efficient, and adaptive workforces, equipped to thrive in the dynamic landscapes of today and tomorrow.

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Employee training plan: a blueprint for successful training.

Well-designed training enhances your people's growth, development, and engagement and will strengthen your organization's potential .

But when it comes to training, as the adage goes, failing to plan is planning to fail —a proper employee training plan lays the foundations for the success of your training efforts.

And with studies showing that many new hires leave their roles due to inadequate training , it's worth getting training right through proper planning.

In this article, we'll show you how to create an effective employee training plan :

• What to look for. 
• The steps you need to take. 
• The tools that will boost your chances of success.

💪 What is an employee training plan?

An employee training plan sets out the learning outcomes, strategies, curriculum, and methods for training employees across your organization.

A good training plan boosts your employees' competencies and development and helps them be more effective in their roles .

With 41% of employees quitting their jobs due to a lack of career development , it's clear that training is vital for your people's development.

Well-designed employee training also makes for a " happier, more productive workforce ," suggests Steve Penfold , CEO of Elucidat , a specialist e-learning provider. " Employee training is vitally important to the success of a competitive workforce . No matter the industry, filling the gaps in your employees' professional knowledge is essential to keeping them productive and fulfilled. "

Penfold isn't alone. Getsmarter, an online education platform, highlights several employee training benefits for organizations and their people , including:

• Employee retention by providing career development opportunities.
• Leadership through training-led development.
• Empowerment by motivating and inspiring employees through a compelling vision of business aspirations.
• Workplace and employee engagement through regular re-evaluations of skills.

And, if, for whatever reason, training is not right, your employees will notice and react accordingly. 

40% of new-role employees, who receive poor training, leave within a year .

Replacing employees is expensive—up to $2,500 per frontline employee—so the cost of inadequate training can be substantial.

Proper employee training matters and an employee training plan is the first step that you can take to ensure an effective program of training in your organization.

📝 What is an employee training program?

While a training plan gives you a template, a training program brings it to life —it's the vehicle that delivers the benefits of training to your people and your organization.

And if you're wondering how to build your first employee training program, we'll take you through the most critical steps.

❓ 7 Key questions to consider when planning employee training

To create an effective training plan, you'll first need to consider the following:

• The objectives of your training program.
• What employees are looking for from the training.
• How the training activities align with your organization's business goals.

With these in mind, here are seven questions to help you focus on building an effective training program:

Set your training objectives

1. What are your employees' training needs? What are their current skills, and where are the shortages or knowledge gaps?

2. How will the training improve your employees' performance? Will there be measurable capability improvements by learning technical skills? Or will there be less measurable but no less meaningful benefits, e.g., how to communicate more effectively?

3. Will the training promote your organization's people development ? Will it address competencies that help your employees take on managerial roles or boost their career progression?

Include your employees

4. What do your employees want from the training?

• What makes them feel more confident?
• What learning methods work best for them?
• Where do their interests lie?

Align your training and business goals

5. How will the training increase productivity? In what ways will the training lead to more efficient and productive workflows for your people? 

6. How will the training improve employee retention? Will the training promote loyalty amongst your people by enhancing their competencies and career progression?

7. Will the training support your employees in achieving business goals? How aligned are the training goals with your organization's company policies, vision, and objectives? 

🛠 How to create an effective employee training plan in 9 steps

The answers to the above questions will help you design a robust training plan that meets your organization's and people's needs .

The following nine steps are best practice suggestions to get you started.

1. Identify your employees' training needs

The first step in designing your training program is learning about your people's knowledge, abilities, and skills, where the gaps are, and how these compare to role and performance expectations . 

Tip: A training needs assessment is the best way to understand the training needs of your people. It uncovers the skill proficiencies of your employees, how frequently they use those skills, and the skill levels crucial for their job performance, as explained by Indeed. It also identifies who needs what type of training .

2. Align your training and business goals

Once you understand your employees' training needs, compare their needs to the business goals of your organization . 

The learning objectives of your training program should be consistent with and promote your business goals .

Consider the modules of your training program as you develop them and see how they relate to business outcomes. 

Tip: As you shape your content, look for gaps between the training outcomes and your business goals and adjust the content to close those gaps.

3. Set your training goals and learning objectives

By now, you should know the learning outcomes of your training and the business goals they should align with —this is a good guide for setting your learning objectives .

The learning objectives should address the outcomes you want from the training —such  as developing specific competencies , improving employee performance, productivity, and retention. So make sure you design training that directly supports these outcomes .

4. Assess your training resources

Look into the available resources for your training program (and whether you'll need additional resources):

• The training budget, 
• The technology you can use, and 
• The training materials at your disposal  

Are all relevant for understanding the type of training you design and how it will be delivered.

Nikos Andriotis, an experienced IT and e-learning specialist, has put together a helpful checklist for assessing training resources:

• ☑️ Are there existing training materials you can recycle for your training content (e.g., documents, presentations, videos, or other content)?
• ☑️ Do you have access to in-house resources to develop your training content? Writers, videographers, graphic artists, subject-matter experts, and AI content writers can provide valuable assistance in producing quality training materials.
• ☑️ How much access will you have to technology resources such as IT support ? You might require help installing and delivering e-learning solutions or other types of modern LMS systems.
• ☑️ What is the training budget ? A higher budget may allow you to hire experts to create custom content. A lower budget may limit the type and scope of training you can deliver. When assessing your budget, it's essential to factor in all the training costs involved—direct and indirect—and how they compare to benchmarks set by your organization.
• ☑️ Do you have access to venues for delivering in-person training ? This question is relevant only if you include in-person training, but knowing this in advance can help you scope the possibilities.
• ☑️ Are there commercial courses available that cover some or all of your training content? If so, and if the budget allows, this may give you convenient access to an employee training plan template to expedite the setup and delivery of your training program.
• ☑️ Can you use free training resources that are available on- and offline? If you find something that meets your needs, you can save a lot of time and effort by using it.

5. Get buy-in from senior management

Getting support from the top decision-makers in your organization goes a long way toward ensuring success for your training program.

" Leadership support helps drive the importance of a program ," explains Shannon Kluczny , veteran trainer and Chief Customer Officer at BizLibrary.

Tip: Following the preceding steps, you'll have what you need for a good training business case , i.e., its benefits , required resources , and alignment with business goals .

It's also worth keeping senior management in the loop as you develop your training plan.

6. Develop the training curriculum

The training curriculum combines what you've gathered so far—your employees' needs, the training goals and objectives, buy-in and (possibly) feedback from senior management, and an inventory of the available resources. All of these will guide you in your training efforts.

Designing a curriculum goes hand-in-hand with your chosen training method (see next step), so you may need to iterate between these steps. 

As a minimum, your curriculum should consider the following:

• Content targeting the learning objectives you've previously set, catering to the type of skills being taught (e.g., hard vs. soft skills ), and accommodating modern learning needs , i.e., applicable, timely, information-rich, engaging, and having clear takeaways.

• The training recipients : who in the organization will receive the training? All employees, only specific teams or departments?
• Workflow and scheduling: define the time available for training, the frequency of sessions, whether it's self-guided or instructor-led, the sequencing of learning objectives, and an allowance for flexibility.
• Delivery method and materials: define the training format, tools, and medium.

Developing the curriculum is a crucial step that may take you a while to work through. 

7. Determine the training method

You can enhance the utility of your training by choosing the most suitable training method for your people and business circumstances.

Tip: Pay attention to recent learning trends and modern training methods, such as microlearning .

Workplace training is evolving. Here are just a few examples of learning methods adapting to the needs of modern organizations:

• remote training vs. in-person, 
• scenario-based, 
• inquiry-based, 
• gamified learning, and 
• microlearning. 

Modern training comes in a variety of forms, so to make sense of them, Indeed has grouped them into eight types of employee training methods.

1. Technology-based learning is delivered entirely online (i.e., e-learning) or using a hybrid approach involving computers (i.e., computer-based training). This method allows self-paced learning and on-demand access . Still, it's unmonitored, so it's hard to know how well your trainees engage with the material.

2. Simulations are most useful for technical training , e.g., in the medical or aviation industries. They emulate real-world scenarios, so your trainees get exposure to situations they may encounter on the job.

3. Hands-on training is a practical approach that's well-suited for new hires to your organization or people in new roles.

4. Coaching or mentoring is also helpful for new hires, people going through role changes, or those languishing in their current roles. It's a supportive type of training , but it may take valuable time away from your most knowledgeable people (i.e., since they'll be spending time as mentors).

5. Instructor-led training is a traditional approach that allows real-time interaction between the trainer and trainees, but it's challenging to scale.

6. Role-playing is very effective for client or customer interaction scenarios. It allows trainees to practice handling real-world, possibly tricky situations.

7. Video-based training is a quick and efficient way to train your people and a popular alternative to reading materials . You can choose from several formats: animation, live-action, narration-to-camera, or computer screen recordings.

8. Case studies are helpful when you need to train for analytical or problem-solving skills . It often works by giving trainees scenarios to work through, real or imagined, and asking them to find solutions.

Choosing the most suitable method will help to maximize your training's impact on your people and your organization.

➡️ Discover how Zavvy helped to create a customized training routine for leaders at Freeletics .

8. Evaluate your training program's effectiveness

The training effectiveness of your program measures its impact relative to its goals and objectives .

" Quantifying training becomes much easier ," suggests Kluczny, once the training needs of your employees "are aligned with the business." ‍

Use metrics like quantity, quality, time, cost, and effectiveness and develop a benchmarking strategy to assess progress against these metrics.

Also, use simple reports that are easy to access, and organize your monitoring approach using regular, scheduled evaluation sessions .

9. Measure, reassess, and improve your training program

To maintain an effective employee training program, monitor your training metrics and effectiveness regularly to understand what you can improve.

Dr. Lisa Evans, Director of the Learning and Design Technology program at the University of San Diego, suggests asking yourself questions like:

• What's working? What isn't?
• Have the learning objectives changed?
• How about your business goals? Have you recently updated your company mission? Should you adjust the learning outcomes?
• Do you need to measure metrics differently?

Use employee feedback to inform your process by asking your people what they've learned from their training, how it helped them, what they liked, and what they didn't like.

A training matrix is invaluable—it brings together the training efforts in your organization so you can stay updated on who is receiving what training and when . It will help you track and schedule all training in your organization.

Tip: Use a training matrix for an overview of training in your organization and how it maps to employees and teams

➡️ Check out Zavvy's ready to use training templates to see how Zavvy can help your people grow through innovative and flexible training solutions.

❌ 4 Employee training plan pitfalls to avoid

Running a training program can be challenging, so be aware of common pitfalls to avoid . Here a four to look out for:

1. Over-burdening your people by expecting them to fit training into their busy schedules without giving them the flexibility or the time needed for training sessions.

2. A plan that can't adapt to changing needs or circumstances: is your training plan flexible enough to accommodate another pandemic disruption, for instance? 

3. Training out of sync with employee development is a major shortcoming, as employee development underpins the benefits of training for your people and your organization .

Tip: Create employee development plans to highlight where your training will be most helpful for your people.

4. Not following the best practice suggestions of evaluating your program's effectiveness and following up with your employees , or doing these things but not acting on them .

➡️ Ensure more rewarding training experiences and accelerate learning with Zavvy

Training is essential, and having a practical approach to planning and designing your training matters.

Zavvy gives you training solutions to create effective, flexible, and relevant training programs for your organization.

From intuitive employee development planning to modern training that uses scientifically-backed methods—like microlearning and spaced repetition, Zavvy has the tools and expertise to maximize the growth of your people through training .

Zavvy works seamlessly with your existing employee development frameworks and offers complete flexibility in how you set up your training.

Reach out for a 30 minutes demo and see it for yourself.

Berfu is an Employee Experience Specialist at Zavvy. She has a background in learning psychology and helps our customers get the most out of their people enablement programs.

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Types of Training Methods for Employees

Looking for ways to help your team develop and grow? Learn more about the types of training for employees & how to implement them.

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Technology Advice is able to offer our services for free because some vendors may pay us for web traffic or other sales opportunities. Our mission is to help technology buyers make better purchasing decisions, so we provide you with information for all vendors — even those that don’t pay us.

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Key takeaways

• Training methods can be categorized by purpose, function, and technique.
• The best training strategies combine all three types for the most holistic employee learning experience.
• Learning management systems help you create comprehensive training programs for your employees.

What are the different types of training?

Company training can take various forms, from role-playing to onboarding or employee professional development. However, to quickly understand the different types of training, let’s categorize them by purpose, function, and technique.

• Purpose: Training types that cover a broad range of topics closely related to the different development stages of workers on the employee life cycle .
• Function: Training types that cover a narrow topic, usually based on the company’s policies or values or on the employee’s role or department.
• Technique: Training types based on how you present them to the learner, such as instructor-led.

Different training types often overlap. For example, a construction company may discuss safety, a specific topic, during their company’s overall compliance training. And it may be delivered to learners through both eLearning and hands-on training.

According to SHRM and TalentLMS’s 2022 Workplace Learning and Development Trends , 76% of employees say they are more likely to stay with an organization that offers continuous training. Therefore, understanding the types of training your organization can leverage helps you build a comprehensive learning and development (L&D) program and improve employee retention .

Types of training by purpose

Purpose-based training types encompass many topics to help companies and employees achieve a particular goal. For instance, offering technical skills development training can aid your company’s recruitment efforts and expand an employee’s knowledge of their role.

Examples of purpose-based trainings include:

Orientation

Orientation training typically occurs during the first week a new hire joins an organization, often within the first day or two. Training topics during orientation typically include:

In contrast to onboarding training, office administrators or human resources (HR) teams typically run orientation training since it focuses on topics that all employees should be familiar with. Most HR software provides ways to make orientation a smooth experience, like preboarding workflows, organizational charts , and centralized document storage for on-demand access.

Learn more about our favorite platforms for smaller businesses in Best Human Resources (HR) Software for Small Businesses in 2023 .

Onboarding training teaches employees how to perform their jobs and how their role aligns with greater company goals and priorities. Unlike orientation training, onboarding occurs over an extended period, sometimes up to three months or a year after the new employee’s hire date.

Onboarding may look different within your organization depending on the employee’s role or department, so successful training involves collaboration among L&D, HR teams, and managers. Investing in learning management systems (LMSs) , like TalentLMS , can automatically deliver training to new hires at the right time during their ramp-up, ensuring they build upon previous learning.

Some federal and state laws require training, depending on your industry. Compliance training involves any training you issue employees to adhere to these regulations.

For example, the federal Occupational Safety and Health Administration’s (OSHA) Training Requirements outline mandatory courses employers in specific industries must offer, like fire detection and prevention in construction.

States may also require you to train employees on particular subjects, such as sexual harassment and non-discrimination training in California or workplace violence prevention courses for public employers in New York . Become familiar with your state’s and industry’s laws to ensure you offer all legally required training.

Upskilling and reskilling

Organizations use upskilling or reskilling training as a strategy during tight talent markets to fill particular business objectives. While both focus on teaching employees new skills, upskilling focuses on expanding employees’ knowledge within their current roles for increased performance. In contrast, reskilling prepares employees with the skills needed to move into entirely different positions.

For instance, you may offer upskilling training to prepare an employee for a promotion or to take on more responsibilities. Meanwhile, you may provide reskilling training if their current job becomes obsolete after adopting new technologies and prevent layoffs .

Performance management software like 15Five supports upskilling or reskilling employees as part of your larger talent strategy. The platform’s Career Hub helps align employee aspirations with bigger-picture company goals and outline the hard and soft skills they need to advance.

Technical skills development

Technical skills development covers any training needed for employees to stay current with their role’s latest research, skills, or technologies. For example, a software developer may take courses to become certified in the latest coding language, while a nurse completes continuing education units (CEUs) to keep their license.

In the case of the nurse, technical skills development may be a mandatory legal requirement to continue practicing. Meanwhile, for the software engineer, it may be part of their professional development goals. Software like Culture Amp can help workers build and track their employee development plans , while platforms like Coursera can help you provide the right courses.

Types of training by function

Training courses by function are much narrower in scope. Whereas purpose-based training centers around the “why” of the training, function-based training is designed with a specific “what” in mind.

Functional training can vary by industry, company, department, and role, but below are some major examples:

Safety training teaches employees to prevent workplace injuries or accidents between employees and customers. It can also help minimize damage to company property or equipment.

Safety training is vital for companies in high-risk industries like chemical manufacturing, construction, agriculture, and transportation. While some companies provide safety training for compliance purposes, others have entire safety departments or programs dedicated to the task.

OSHA offers materials or OSHA-led training programs for your employees’ safety training, such as fire prevention, emergency action plans, or personal protective equipment (PPE). You can learn more about some of the courses at the OSHA Outreach Training Program .

Technology and cybersecurity

Technology and cybersecurity training teaches new employees how to use job-specific hardware and software as well as the strategies and tools necessary to protect confidential company and customer data. For example, a new recruiter might need training on using your company’s applicant tracking system while also learning how to detect and avoid phishing scams when interacting with candidates through company email .

Jennifer Therrien, VP of Talent Management and Development at Vensure Employer Services , explains the creative way her team handles cybersecurity training for her company’s employees. In addition to teaching employees that they are the “first line of defense” against cyber-attacks through messaging and awareness campaigns, they also run phishing simulations to measure the effectiveness of their training.

“We have seen a continued steady increase in the number of employees passing our phishing simulations,” says Therrien. Training employees on the importance of keeping data safe alongside their training tools is a great way to minimize the chance of leaking any proprietary, financial, or HIPAA-protected data.

Products and services

Products and services training teaches employees in-depth about their company’s products, goods, or services. Although this training typically targets sales or marketing teams to move customers toward a purchase, companies can also make this training mandatory for all employees. Doing so makes sure they can speak knowledgeably about their offerings to customers or clients.

For instance, restaurants train kitchen and wait staff on their menu choices to learn how to make the food or help patrons place an order. Meanwhile, a retail associate must know about products to direct customers to a particular item of interest or make recommendations. As such, obligating staff to understand your business’s money-making aspects could be crucial to improving your customers’ experience.

Customer service

Customer service training teaches customer-facing employees the skills, tools, strategies, and etiquette to provide excellent customer experiences. Training will typically involve learning the ins and outs of your products or services and the soft skills needed to assist, redirect, negotiate, and effectively communicate with customers. Some of the soft skills this training may cover include:

Most companies will need to offer customer service in some fashion, so many online platforms already offer free or low-cost customer service courses you can leverage. Coursera, for example, hosts a popular Customer Service Fundamentals course that you can assign new employees to finish before interacting with your customers.

For managers or those in positions of authority, leadership training teaches them the soft skills necessary to make decisions, adequately delegate responsibilities, and work collaboratively with direct reports or peers. Although a soft skill, leadership is essential training for any higher-up in an organization since it directly affects:

At TechnologyAdvice, we offer multiple ways for employees to prepare for leadership positions. For example, we host an Emerging Leadership Academy, mentorship programs, and on-demand leadership courses in our LMS. These provide leaders the flexibility to learn at their own pace and the resources to be effective changemakers in their company.

Quality assurance

Quality assurance training teaches employees what makes an outstanding product or service for your company and how to maintain this quality standard. Effective quality assurance training can directly affect your customers’ satisfaction and loyalty.

EdApp offers several courses in quality assurance to help employees learn about process standards and documentation, ISO 9000 , and audits. By using either EdApp’s massive 1,000+ ready-made courses or its AI create feature, you can craft quality assurance courses tailored to your business.

Diversity, equity, and inclusion

Diversity, equity, and inclusion (DEI) training involves teaching employees about the lived experiences of coworkers from different backgrounds. The goal is to encourage positive interactions and communication among employees while reducing the risk of discriminatory behavior in the workplace.

According to Pew Research’s 2023 Diversity, Equity, and Inclusion in the Workplace study , 56% of workers indicate that focusing on DEI in the workplace is a good thing. Formal DEI training can illustrate your company’s sincere commitment to positive change, along with efforts like implementing employee resource groups .

Melanie Fountaine, co-founder and COO of Joshin , an inclusive support solution for employers, notes the positive impact of their disability and neurodivergent training on her client’s recruitment and hiring efforts. The result: 91% of learners indicate increased comfort in discussing, accommodating individuals, and supporting disabled and neurodivergent candidates.

Thus, with effective DEI training, you can change your company’s employee makeup and support a more harmonious workplace that drives increased growth and innovation.

Types of training by technique

The different training techniques below can help you accommodate workers’ diverse learning styles, whether visual, audio, or kinesthetic.

Electronic learning (eLearning) involves using various digital tools to deliver training, such as videos, podcasts, virtual seminars, courses, or tests. Most eLearning involves using an LMS for creating, sending, or tracking training courses across your distributed workforce.

Also read: LMS Features You Need for a Great E-Learning Program .

Hands-on or on-the-job training teaches employees about their roles by having them perform their duties in the presence of a trainer. As a type of experiential learning, examples include job shadowing, apprenticeships, job rotations, or internships. 

Instructor-led

Instructor-led is a type of off-the-job training where instructors teach employees in a traditional, classroom-like setting, such as a lecture or seminar. Instructor-led courses can be live or pre-recorded for employees to participate in person or virtually.

Self-paced learning involves training through resources that employees access on their terms. Often this involves studying topics by examining case studies, reading professional development books, keeping pace with emerging trends, or reviewing other required readings or textbooks.

Interactive

Similar to hands-on learning, interactive training involves learning through doing. However, hands-on training typically forces employees to learn in real-world situations. Interactive training, comparatively, involves engaging with learning material in a controlled environment so employees can make mistakes while learning from their peers.

Examples of interactive learning include:

• Role-playing: Employees work with a coworker or group and act out scenarios with help from an instructor or trainer.
• Simulation: Compared to role-playing, simulation training places employees in real-world situations with the help of virtual or augmented reality to learn and test their skills.
• Gamification : Employees learn important concepts by playing games and earning rewards to promote friendly peer competition.

Coaching and mentoring

Coaching and mentoring involve one-on-one training between an employee and a more experienced individual. The individual could be a manager, coworker, coach, or outside expert.

Companies assign career coaches to employees for a short term to help them achieve a particular milestone, such as completing a project. In contrast, companies match mentors and mentees together to foster more meaningful professional development relationships that last for the long term.

Usually, the most effective training incorporates digital and in-person training techniques, known as blended learning.

Vensure’s Jennifer Therrien explains how blended learning can cater to workers: “For visual learners, use infographics, videos, and charts. For auditory learners, employ lectures, group discussions, and podcasts. Kinesthetic learners benefit from hands-on workshops, simulations, and role-playing exercises.”

Zoho People’s LMS is an example of software that facilitates a blended learning experience through traditional classroom and self-paced virtual training courses. This allows for a more holistic learning experience and increases the likelihood of knowledge retention. 

How do you select the best training method for your business?

Determining which training method to use for your business is complicated because every company and learner is different. Andrea Meyer, Director of Benefit Services at WorkSmart Systems , notes a few factors to consider when choosing your training methods: business goals, employee needs, budget and resources, and relevance.

• Business goals: What are your company’s objectives, and how can employee training help you accomplish them? For example, a skills gap analysis can help you pinpoint areas lacking employee knowledge.
• Employee needs: What areas do you see employees struggling in, and how can you help them be successful? You can use employee engagement software to survey employees to identify what kinds of training will be the most impactful.
• Budget and resources: How much are you willing to budget on L&D staff, trainers, engaging LMS software , or other resources to facilitate your training? And how much time are you willing to dedicate to employee training?
• Relevance: What training type makes the most sense for your business and benefits the most learners? How often can you update the training method to provide your employees with the most up-to-date and practical knowledge?

You’ll find that the best training types are utterly unique to you. For example, Rachel Baldi, co-owner and COO of UpLevel Productions , offers grief and end-of-life training to “bring more humanity and wellbeing into the workplace.” Similarly, the right training demonstrates your willingness to invest in the personal and professional success of your employees.

If you need help figuring out where to start, check out our Learning Management System Software Guide for a complete list of solutions to enhance your company training programs.

Or, check out our video below for an overview of the best corporate LMS:

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Updated on: 30 Oct 2023 , 23 mins to read

Training Evaluation Methods: A comprehensive guide to techniques & tools

Imagine a bustling, sun-drenched coffee shop. Lisa, a dedicated HR manager, anxiously flips through a stack of training program reports. She’s sipping her coffee not for pleasure, but to calm her racing thoughts. How can she effectively prove the investment of time and resources in employee training and development was worthwhile?

If you can’t measure it, you can’t improve it. Lisa knows this, and that’s why she’s on a mission. She’s like a detective searching for clues. Determined to unlock the mysteries of a training program assessment. And just like Lisa, all HR managers are on a relentless quest for answers.

This is why we’ve put together this guide to employee training evaluation methods. It’s a go-to resource for evaluating training programs. Plus, a way to understand what’s making training efforts shine and what’s holding them back and improve it.

Let’s uncover the secrets of what’s making training programs successful, what’s not, and why. Get ready to explore the practical topics ahead and transform your organization by measuring training effectiveness, like:

• Select the appropriate training evaluation technique
• Determine what you’ll measure

How to choose the right training evaluation tools

Select the right training evaluation techniques.

When it comes to the evaluation of training programs, it’s best to start at the beginning. So before you decide what to measure, or how to measure it, choose the evaluation technique that’s most helpful for your needs.

Not sure which training evaluation techniques are on the menu? Here are some of the most popular methods used today.

What are the training evaluation methods?

There’s a long (and we mean long!) list of training evaluation techniques to choose from, and this can be overwhelming. But there are five techniques that are most often trusted by companies today. Some of these techniques are referred to as models, or training evaluation methods, and we’ll use these terms interchangeably.

• Kirkpatrick’s four-level training evaluation model
• The Phillips ROI model

Kaufman’s five levels of evaluation

• Anderson’s model of learning evaluation
• Summative vs Formative evaluation
• CIPP Model (Context, Input, Process, Product)
• Qualitative Data Analysis

#1 Kirkpatrick’s four-level training evaluation model

This method of evaluating training programs might be one of the oldest, but it’s still one of the most well-loved. Why? Because it breaks the training evaluation process down into 4 simple levels —or rather, steps. Here’s how it works:

• Step 1: Evaluate learners’ reactions to training. This is commonly measured after training. Ask learners to complete a survey about their overall satisfaction with the learning experience.
• Step 2: Measure what was learned during training. Use assessments to measure how much knowledge and skills have changed from before to after training.
• Step 3: Assess whether or not (and how much) behavior has changed as a result of training. The best way to measure behavior change is through workplace observations and comparing 360-degree reviews from pre- and post-training.
• Step 4: The final and most important step is to evaluate the impact of your employee training program on business results. Here, it’s common to measure results like productivity, quality, efficiency, and customer satisfaction ratings.

In modern times, professionals have suggested that this process should actually be reversed. After all, step 4 is the most important one. If you agree with this approach, start by identifying the results you want to achieve, and work backward from there.

Whichever direction you choose to apply the steps toward, the eLearning industry has come to rely on Kirkpatrick’s model for good reason. Its logical, staged approach is easy to apply for measuring training effectiveness, and once the evaluation is complete, you’ll have a deep and wide understanding of employee learning during training.

#2 The Phillips ROI model

This model is the same as Kirkpatrick’s (see technique above), but with an extra step. The fifth step of the Phillips ROI model is to evaluate the program’s Return On Investment (ROI). To do this, you need to measure the difference between your training cost and training results.

When the results of training are so great that they exceed the cost, then you’ve achieved a positive training ROI. You can pat yourself on the back and continue the great work.

When the cost of training is larger than the results, something needs to change. But what?

The amazing thing about using methods like the Phillips ROI model is that it’s easy to spot the areas that need improvement. Let’s look at an example:

Imagine that you measure positive results at steps 1 and 2 of the evaluation process, but not at steps 3 and up. This tells you that learners enjoyed the training experience (step 1), and that they demonstrated new knowledge and skills when they were tested after training (step 2). However, when it came to changing their behavior in the workplace (step 3), something went wrong.

You might do some investigation and discover after your training evaluation that managers aren’t encouraging employees to practice their new skills on the job. Maybe they’re even discouraging it. Once you fix that broken link in the chain by getting managers to support training, your ROI improves.

Kaufman’s model is another one of the training evaluation methods that takes Kirkpatrick’s approach a step further. You can think of this model as Kirkpatrick’s, but with a twist. This is what it looks like in practice:

• Step 1a: Measure the resources that were invested into your training program, like time and costs in developing materials.
• Step 1b: Evaluate learners’ reaction to the training process. (This step is similar to the first step in Kirkpatrick’s model.)
• Step 2: Assess whether or not the training objectives for individual learners or small teams were met. For example, did they learn new skills? The focus here is on individual (or micro) benefits of training.
• Step 3: Measure the practical impact of the benefits in Step 2. For example, are employees applying their new skills on their job? This is similar to Kirkpatrick’s third step.
• Step 4: Measure the greater (or macro) benefits for the business, like increased profitability or reduced costs. Think of this as step 4 of Kirkpatrick’s model.
• Step 5: Evaluate the effectiveness of your employee training program in relation to societal benefits. For example, how did training improve your company’s ability to add value to its clients or society as a whole?

The main advantage of using Kaufman’s Five Levels, rather than Kirkpatrick’s Four Levels, is Step 1a. Evaluating the benefits of training against the resources invested in training gives you ROI. And the great thing about ROI is that it can be a very persuasive tool when requesting more training resources from company leaders.

This model could be difficult to apply in reality, particularly when it comes to step 5. If you’re wondering how to evaluate a training program in a way that’s more focused on your business strategy than society as a whole, this next one’s for you.

#3 Anderson’s model of learning evaluation

This is one of the training managers’ favorite training evaluation methods for training, because it helps them keep their business strategy a priority. And what happens when your training directly supports your strategic priorities? Success!

The easiest way to explain this technique is with an example.

Imagine that a private healthcare facility only has enough staff and equipment to treat 100 patients with the level of care they promise. Now, suppose that their training manager develops a program to help the marketing team win new patients.

If the training is effective, and many new patients are admitted to the facility, the business is at risk of taking on too many patients. The increased volume might have a negative impact on the level of care patients receive, which could damage the facility’s reputation.

On the other hand, a training program that gives nurses the knowledge and skills to avoid waste, and thus reduce costs, would benefit the business. So, quite simply, this model ensures that training is delivered (and evaluated) where it’s needed the most.

If you’re interested in this technique, then follow the three stages of Anderson’s Model:

• Stage 1: Evaluate your current training programs against the business’ strategic priorities. If we return to the healthcare facility example above, we’d realize that there is a misalignment between the training program that aims to increase patients, and the strategic priority to deliver high-quality care for patients.
• Stage 2: Measure the contribution of training to strategic results. For example, a training program that helps nurses reduce waste could be measured by the percentage of decrease in material costs at the healthcare facility.
• Stage 3: Find the most relevant approaches for your company. Here’s where you decide whether the ROI is worthwhile. This final step will depend on your company’s approach. For example, you might compare the contribution you measured in stage 2 to the resources that were invested in training. Or, you might ask whether the percentage of decrease in costs was big enough: did it meet your expectations?

If you’re not satisfied with the ROI measured in stage 3, then it’s time to make some improvements to your training programs.

#4 Summative vs Formative evaluation

A thorough evaluation will give you the best insight into the drawbacks of your training. So, it’s important to know how to assess a training program both while it’s being developed (formative evaluation), and after it’s been delivered (summative evaluation).

Let’s dive a little deeper.

Formative techniques of training evaluation aim to catch problems (and fix them) early on, before they negatively impact learning. For example, before a new course is delivered, you might run a user-acceptance test to ensure that the platform is user-friendly. Or, you could ask a Subject Matter Expert to evaluate the course content against the difficulty level of training assessments.

Summative techniques are also known as post-training evaluation techniques, because they happen after training is completed. Typical examples include Kirkpatrick’s four levels of training evaluation and Anderson’s model of learning evaluation.

#5 CIPP Model

This model consists of four steps: context, input, process, and product. It’s an evaluation method to assess and improve programs, including training programs. Daniel Stufflebeam developed this cyclical and iterative process to focus on evaluating programs while considering many aspects.

When the training evaluation at each stage is complete, the findings are used to make adjustments and improvements if necessary. This method allows managers and HR experts to ensure the training program remains responsive to changing needs. Or it is being continuously improved over time to achieve better outcomes and enhance the training effectiveness.

Here’s how it works:

• Context evaluation: This stage explores the broader environment in which the training program operates. It helps understand the needs, goals, and constraints. Collect information about the organization’s mission, goals, culture, and external factors. For instance, regulatory requirements or industry trends. Then, assess the target audience’s characteristics and needs.
• Input evaluation: During this stage, organizations focus on the training resources and materials. Are they available or appropriate for achieving training goals? Examine the curriculum, training materials, instructional methods, staff qualifications, and funding. Assess whether these inputs are aligned with the program’s objectives, if they are sufficient, or high-quality.
• Process evaluation: How is the training program being implemented? This stage assesses if the training program is being executed effectively and efficiently. Get data on the delivery of training. For example, instructional methods, participant engagement, and training experience. Then, look for areas of improvement and opportunities to boost the program’s delivery.
• Product evaluation: The last stage focuses on the outcomes and impact of the training program. Does it achieve its intended results? Has it made a positive impact? Gather information on participants’ knowledge, skills, and behaviors after training. Assess the overall effectiveness of the program and its alignment with the goals established in the context evaluation.

#6 Qualitative data analysis

This evaluation method focuses on understanding and interpreting non-numerical data. For example, interviews, focus group discussions, open-ended survey responses, written reflections, and other narrative data. The effectiveness of training programs is being evaluated by exploring participants’ experiences, perceptions, and qualitative changes in behavior or attitudes.

Qualitative data analysis offers a deep and rich understanding of participants’ experiences. It offers insights that quantitative methods may miss. Managers uncover the “why” and “how” behind changes in participants’ attitudes and behaviors. This contributes to a more comprehensive assessment of the training program’s effectiveness.

Let’s explore how qualitative data analysis works:

• Data collection: Conduct interviews, focus group discussions, open-ended surveys, or gather written reflections from training participants. Then, collect his data and discover if this information is relevant to the training program’s goals and objectives.
• Data organization: The next step is to organize and document the qualitative data. Transcribe interviews or discussions, group similar responses, and ensure the data is manageable for analysis.
• Data coding: Identify themes, patterns, and key concepts within the data. Assign codes to segments of data to categorize and label common ideas, opinions, or experiences.
• Data analysis: Explore the coded data and identify recurring themes and trends. Look for connections between responses and assess how the training influenced participants’ knowledge, behaviors, or attitudes.
• Interpretation: Interpret the findings. Draw conclusions about the training program by providing explanations for the observed patterns and making sense of the data in the context of the program’s goals.
• Reporting and presentation: Report the results of the qualitative data analysis through descriptions, thematic summaries, and participants’ quotations. Use charts, graphs, or visual representations to present findings clearly.
• Action and improvement: The insights gained help in improving training programs. Use this information to refine training materials, teaching methods, or the overall training approach. The goal is to better meet the needs and expectations of training participants.

Determine what you’ll measure when evaluating your employee training program

Before you evaluate the effectiveness of your employee training program, you need to decide what the indicators of “effectiveness” are. Is training a success when employees become better at their jobs? Or is a happier, healthier company culture a sign that training is working? Is it, maybe, both?

The point is, you’ll probably want to include more than one measure of training effectiveness. The more measures you include, the more information you’ll have to help you improve your program.

Let’s explore which are the training effectiveness measures you should focus on.

New skills and knowledge

When it comes to learning, training is the pillar. For example, if you were training sales staff in persuasion techniques, you’d want them to be more persuasive when the training is over. This makes the acquisition of new skills and knowledge one of the top measures of training effectiveness.

The measure of knowledge and skills development is sometimes referred to as “learning performance” because it relates to an employee’s performance as a learner rather than their performance on the job. There are lots of easy ways to evaluate learner performance using a learning management system (LMS), but we’ll discuss those in the next section of this article.

Learning experience

One measure of training effectiveness that’s often overlooked, even when using the best types of training evaluation methods, is the learning experience. Why does this matter? Because when the learning experience is poor, employees are less likely to engage with training content, which means that they’re less likely to learn the skills that will make them better at their jobs.

This, of course, is a big problem. In fact, it could result in loads of time and resources being wasted on a training program that never achieved its objectives. So, be sure to measure employees’ perceptions of training delivery and content. Their post-training feedback could be one of the best ways to measure training effectiveness, offering the best tips for improving your training.

Employee happiness

Did you know that for many employees, learning is the number one reason they feel happy at work? This is because learning helps employees to grow and develop, and often opens up new career opportunities, too. Wouldn’t that make you happy?

And the great thing about happy employees is that they tend to work harder, stay committed for longer, and produce better results. So, while employee happiness might sound like a strange indicator at first, it’s actually one of the best results you can hope to see for your business.

Cultural impact

If you’ve never considered measuring the impact of training on your company’s culture, it’s time to start. Culture is the special ingredient that makes your business unique in a highly competitive world. So, you need to protect it with training that fosters workplace norms and values that are good for business.

When you deliver employee onboarding training, sensitivity training, or anything else that might impact culture, make sure to evaluate success based on culture. You can do this by looking for changes in the number of HR complaints (for example, harassment) after training, or assessing peer review scores for teamwork and positive attitudes.

Efficiency impact

So far we’ve mentioned four measures to use when you evaluate the impact of your employee training program, but none of them are business results. So, for this next measure we’ll look at the impact of training on the efficiency of employees or teams.

Efficiency can be measured in different ways depending on your industry and the specific department you’re training. For example, a manufacturing company might train their assembly line staff on new equipment, and then measure how many more units can be completed per day. On the other hand, an online tech business could measure how many tickets their customer support team closes after completing a training program.

Financial impact

Finally, it’s crucial to evaluate the real impact of a company’s employee training program on its financial position. The real economic impact of your training can be measured by changes in revenue and profit .

When training is successful, and all the measures of training effectiveness you use show positive results, then you should see an increase in sales and income, or a reduction in costs – or both. When it’s both, you’ll certainly also benefit from a rise in profits.

You wouldn’t measure length with a thermometer, right?

So, before you start collecting information about the results of your training, make sure that you have the right tools for the job. Here are some of the most common training evaluation tools to choose from. Feel free to use more than just one to measure training effectiveness and track employee training.

Observations

This is the process of observing employees as they complete a task or process, or engage in a team activity. Often, the observer will use a journal to record what they see (it’s true, even the best evaluators can’t remember everything!).

There are many advantages to using observation as a training evaluation tool. You get to observe learning and behavior changes in a real workplace setting, and it costs nothing more than the observer’s time. It also tends to be more accurate than self-report questionnaires which can be biased, or influenced by poor memory.

Still, this tool has some downsides. First, you need to find someone objective and knowledgeable with enough time on their hands to watch each employee for an hour or more. Then, even if you find an observer, there’s the risk that employee behavior will change simply because they know they’re being watched. This can skew the results.

Sometimes, though, observation is the best tool. This is especially true when behavior changes aren’t easy to measure quantitatively. For example, sales skills are easy to measure by the number of sales an employee makes. Creativity, on the other hand, is tough to measure on the job. So, observing an employee’s creative ideas and input during meetings is a good solution.

Tests are a great way to measure changes in knowledge and skills, and they come in all shapes and sizes. Written assignments can be time-consuming to grade, but luckily the right LMS will give you the tools to create automatically-graded quizzes that are fun and interactive, too.

Perhaps the best part about tests is that you can measure a specific skill or knowledge area without the distraction of being observed. For example, you could measure a medical sales rep’s understanding of a new product with a few multiple-choice questions completed in a private and quiet environment. Plus, once you’ve set up a quiz on your LMS, you don’t have to invest any more time into this tool.

But there’s a catch. Tests usually don’t measure knowledge and skills in the same environment in which they’ll be used—the workplace, that is. So you won’t know whether an employee is able to apply what they’ve learned when there are other distractions and pressures at play.

It’s also worth mentioning that tests aren’t the best measure for skills like persuasion, which are better assessed in practice (think role-plays). And when it comes to skills for high-risk jobs, like pilots and surgeons, tests aren’t enough on their own. More realistic training assessments, like simulations, are necessary, too.

Perhaps one of the most common training evaluation tools and techniques used today is the survey. A survey, or training evaluation questionnaire, collects data through a series of questions, usually in the form of multiple choice.

Why are surveys so popular? Probably because they’re highly efficient to measure training effectiveness. You can design one survey, and send it out to millions of employees at the click of a button. If your survey is delivered via your employee training software, it gets even better, because you can access the results as an easy-to-interpret and downloadable report.

There’s just one important limitation that you should know about: not many people like questionnaires. 45% of people are not willing to spend more than 5 minutes filling out a feedback survey. So it’s important to explain to employees that surveys help you improve training, and that you really do want to hear their feedback.

Because surveys ask for people’s perceptions and opinions, rather than hard data, this tool is best suited to measuring how successful the learning experience was. You can ask employees what they liked about training, whether the platform was easy to use, and if the content was useful to improving their work.

Interviews can be conducted face-to-face or online for training evaluation. But either way, they’re as effective as questionnaires—and even more so. Why? Because not only can you ask employees a set of questions, but you can answer their questions and delve deeper into their responses, too. This flexibility often means that you get more valuable and detailed information from employees about their training.

Unfortunately, the same flexibility can result in a few problems for this evaluation tool. Each interview has to be conducted separately, which means that you lose valuable time that both the employee and the interviewer could be using to get work done. Plus, if each interview includes slightly different questions, it can become tricky to compare or summarize results.

Still, if you’re exploring the reasons behind other results, this is the tool to do it. For example, if most employees rate the learning experience poorly on a questionnaire, then interviews could help you find out why. Or, if they rate the learning experience favorably, but don’t improve on-the-job performance, you could use interviews to identify the reason for this gap.

Focus groups

Focus groups are carefully facilitated discussions among a small group of employees who all completed the same training. These are great tools for exploring what employees think and feel about training, and to get suggestions for future improvements.

Of course, focus groups are a little less time-consuming than interviews, because you can question a number of people at the same time. A group dialogue can also lead to deeper conversations about topics that might not have been explored in a one-to-one setting.

This makes interviews a particularly effective way to unpack obstacles to training success, and to explore ideas for improvement. Just watch out for group conflict or any other dynamics that could damage your ability to gather constructive information about training.

Performance records

If training doesn’t improve job performance, it isn’t working. So, performance records are surely an important measure to include in any training evaluation. The performance records you choose to use will depend on your training. But some common examples are deals closed, support tickets solved, units made and customer satisfaction ratings.

The biggest advantage of performance records is that they’re based on numbers, not opinions. This makes them free from bias, and a trusted source of information to judge your training success by. Plus, if your LMS software integrates with your HR tool, you can compare training and performance records more easily.

The only downside when it comes to performance records is that they sometimes create more questions than they answer. Yup, performance data shows you where a problem exists, but not why it exists. So to get to the bottom of “why”, you’ll need to leverage more qualitative tools, like interviews or focus groups.

Unlocking success: Next steps

If excellent training results are a top priority for you, then you need to find ways to continuously improve your training program. Just follow the three steps in this article.

Start by deciding on a training evaluation method, then select your measurements, and choose the right training evaluation tools. Once you’ve set up the right method for you, it will be much easier to evaluate and improve your employee training program. And your colleagues will be celebrating your training success in no time!

Save time, frustration and money with TalentLMS, the most-affordable and user-friendly learning management system on the market. Try it for free for as long as you want and discover why our customers consistently give us 4.5 stars (out of 5!)

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Originally published on: 13 Nov 2019 | Tags: Corporate Training , Employee Training

Elena Koumparaki - Content Writer

Elena blends real-world data and storytelling for impactful L&D and HR content. Always on trend, her engaging work addresses today's needs. More by Elena!

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How to measure and evaluate training effectiveness 

Discover the five main models used to assess the effectiveness and success of a training program through training evaluation.

Julia Kuzmina

Content Marketing Specialist, Valamis

December 20, 2022 · updated June 25, 2024

13 minute read

To be successful, every organization must train its staff. Training can be a minimal program focused on onboarding workers and imparting the basic knowledge required to work. Or training can be a more in-depth program to add new enriching workforce skills or develop specific employees for future roles.

Regardless of focus or scale, it is critical to evaluate training effectiveness and ensure it delivers on its intended goals. In this blog, we will cover the following:

What is training evaluation?

• What is training effectiveness?

The importance of measuring training effectiveness

Models to evaluate training effectiveness.

• 5 steps how to measure training effectiveness

Appropriate training evaluation processes help organizations spot gaps in their L&D efforts and identify new learning opportunities that could produce higher-impact outcomes.

What Is training effectiveness?

Training evaluation is a very similar concept, sometimes used interchangeably with training effectiveness. Although there is a significant crossover between the two, there is a distinction to be made between training effectiveness focusing on enhancing employee processes, and training evaluation that is focused on improving training processes .

• Learning – What knowledge or skills did employees acquire during training?
• Learning Transfer – How do employees apply training material in their day-to-day work?

While you can incorporate employee assessments into training courses and ask for feedback post-session to help you understand what each employee learned; it is typically more work to determine how this knowledge is utilized in the workplace.

Measuring “ learning transfer ” often requires using advanced learning metrics or key performance indicators (KPIs) to track how effective an employee is at their role pre-and post-training.

Develop and maintain a strategy-driven learning culture

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Every part of a business needs to justify its inclusion and show a return on investment. Training is no exception.

Therefore, evaluating training effectiveness with relevant learning metrics is critical to maintaining successful employee development.

Accurately understanding the outcomes of an organization’s training efforts produces many benefits :

1. Data-driven decision making

Metrics that effectively assess training programs provide the data needed to improve decision-making. Backed up by numbers, learning metrics help organizations make smart decisions and determine the impact each choice could have .

In addition, they remove personal bias, prevent decisions made on small-sample sizes or anecdotal evidence, and validate L&D investments.

With metrics providing the data to improve decision-making, organizations can:

• Link training programs to financial performance metrics
• Assess training effectiveness over time and implement changes
• Compare L&D performance to competitors

Reports show that effective training and high-impact learning cultures produce a greater likelihood (up to 10x ) of sustainable growth and profitability.

2. Productivity

Training looks to improve employees, make them better at their job, and ultimately improve motivation and productivity. A better workforce generates more value, achieving more with less.

Organizations can develop more efficient programs with better results by measuring training effectiveness and improving L&D processes.

Findings from Bersin by Deloitte show high-performance learning organizations have 37% greater employee productivity.

3. Employee satisfaction

Training also increases employee satisfaction which links back to productivity and can also:

• Increase an employee’s understanding and appreciation for their work
• Provide more autonomy and opportunities for self-leadership
• Or help staff learn to deal with workplace stress

High-impact employee development generally leads to staff members who are satisfied with their results and are able to handle more significant workloads while still delivering great work.

Research has helped demonstrate the link between successful training programs and greater employee satisfaction and engagement. Surveys show 92% of US employees believe effective training positively impacts their engagement in the workplace.

LinkedIn’s 2022 workplace learning report also found that learning opportunities were the number one driver for increasing employee engagement and creating outstanding workplace cultures.

4. Employee retention

L&D is also critical for boosting employee retention.

For example, a LinkedIn report found that 94% of employees would remain at a company longer if they invested in their development.

Retaining staff reduces the cost of recruitment and allows for the invaluable build-up of institutional knowledge , which can help operations run more smoothly.

5. Convincing leadership

Leadership sometimes incorrectly sees L&D as a cost center, only necessary to onboard staff and set compliance or safety procedures. They believe it is there to facilitate, not to enhance.

In reality, L&D can become a competitive advantage generating value across the entire organization. Convincing leadership of this fact is often the primary barrier to implementing successful training programs. 49% of L&D professionals stated that “getting managers to make learning a priority for their teams” was one of their top three challenges.

Measuring training effectiveness allows L&D staff to demonstrate their worth and point to measurable outcomes backed up by hard numbers in the form of learning metrics.

6. Growing skills gap

There has never been a better time for organizations to improve their training programs. With the shift to the digital economy, accelerated by the pandemic, a growing skills gap dramatically affects many businesses.

Research by McKinsey shows 87% of organizations expect to experience skills gaps in the coming years, with 43% saying they already have one. In addition, organizations are struggling to cover the lack of relevant digital skills through hiring. The US Chamber of Commerce Foundation found that 74% of hiring managers have a shortage of skilled candidates.

Organizations with effective training programs powered by learning metrics can navigate the looming skills gaps by developing the capabilities they need in-house.

How to conduct a skills gap analysis and what to do next

Start building your foundation for strategic workforce development.

Organizations looking to evaluate training effectiveness have multiple models to choose from.

Below is a list of well-known models and short descriptions highlighting key takeaways. In practice, businesses can often utilize more than one model or modify their chosen model to reflect their specific needs better.

1. Kirkpatrick Model

The Kirkpatrick model is the most widely used tool for evaluating training effectiveness and often the first tool organizations investigate. Developed in the 1950s, the Kirkpatrick model consists of four levels:

• Reaction – Gauge employees’ reactions or responses to the training. This feedback is generally captured through surveys, questionnaires, or interviews.
• Learning – Measure the knowledge or skills acquired by employees during the training, which could include test scores or changes to employee performance metrics.
• Behavior – How the training affects employees’ working methods (are they applying their newly gained knowledge?), behaviors, and attitudes? This could be discovered through self-assessed feedback, supervisor reports, or employee performance metrics.
• Results – Tracking the tangible outcomes of the training. This could be reduced costs, improved quality of work, greater productivity, or employee retention.

2. The Phillips ROI Methodology

Established in 1980, the Phillips ROI methodology looks to expand on the Kirkpatrick model. It loosely follows the four stages of the Kirkpatrick model with some essential alterations and an additional fifth step.

• Reaction – Same as Kirkpatrick.
• Learning – Same as Kirkpatrick.
• Application and implementation – Rather than focusing on behavior, Phillips expands to cover application and implementation to understand how training translates to the workplace. If issues occur, are they the fault of incorrect applications (initial training) or implementations (on-the-job training)?
• Impact – Phillips looks better to isolate the effect of training from other factors.
• ROI – While Kirkpatrick measures training results against Return on Expectations (ROE), Phillips applies cost-benefit analysis to determine if L&D investments generate value.

3. Learning-transfer Evaluation Model (LTEM)

A multi-tiered method for evaluating training effectiveness, LTEM combines learning with the transfer of new skills into workplace processes. It consists of eight levels:

• Attendance – Signing up for the course
• Activity – Participant’s interest and attention
• Learner Perceptions – their motivation to apply the knowledge
• Knowledge – the expertise imparted
• Decision-making Competence – utilizing knowledge within realistic scenarios
• Task Competence – remembering relevant knowledge or skills for a given situation
• Transfer – applying knowledge either with assistance or independently
• Effects of Transfer – evaluating the impact of knowledge transfer

LTEM examines multiple factors that make up the whole learning experience.

4. Success Case Method (SCM)

SCM utilizes surveys to assess the successes and shortcomings of a training program. What factors allowed participants to succeed, and where did employees fall through the cracks, failing to acquire or apply new information? SCM can be applied to individual training modules or the program as a whole.

It consists of five steps :

• Outline a successful study
• Define the criteria required and the desired impact
• Develop surveys to characterize best and worst-case scenarios for employees taking the training
• Interview people to understand what successful and non-successful cases look like
• Conclude as to what the organization can do to increase the frequency of successful cases

The method aims to understand why a training program works or doesn’t based on feedback from a variety of people. It can help identify existing barriers to success and methods to improve moving forward.

5. Context, Input, Process and Product Evaluation Model (CIPP)

Developed in the 1960s, CIPP contains four iterative areas and can be applied both before and after training. CIPP aims to link evaluation with decision-making and provide a basis for analysis while managing L&D processes.

Before training , it takes the form of:

• Context – What is the goal of the training, and how does it fit into the broader operations?
• Input – What approach should you take to deliver this training?
• Process – Does the process meet the requirements?
• Product – Does this type of program have a successful record?

Post-training takes the form of:

• Context – Did the training address the needs of the organization?
• Input – Was it well designed?
• Process – Was the process successful?
• Product – Did it achieve the original goals?

How to measure training effectiveness

Measuring training effectiveness is a vital function of every L&D team.

It ensures training programs deliver valuable skills that enhance business operations and improve employee and management’s workplace experience. It also helps identify training gaps that could be improved moving forward.

Below are five steps to help you accurately assess the effectiveness of your training programs.

1. Clearly identify training goals

Training goals create purpose and targets for L&D initiatives as well as define the criteria by which to measure training effectiveness.

Examples could include:

• Efficiently onboarding staff
• Ensuring safe operations
• Identifying and nurturing internal candidates with leadership potential
• Increasing productivity and effectively utilizing existing resources
• Closing any digital skills gaps and prepping staff for new technology integrations
• Increasing revenue and expanding operations

Whatever your specific goal is, defining it early helps develop the specific learning metrics required to assess how effective a particular training program is. Training goals should be linked to broader business values and objectives.

2. Select an appropriate model

As described above, there are multiple models to help evaluate training effectiveness, each with a different approach.

Utilizing one of these models offers a framework and methodology by which to assess training effectiveness.

Organizations should research the various models available and select the most appropriate for their operations.

3. Identify meaningful learning metrics

Learning metrics can take several forms in order to measure both “learning” (what was learned) and “learning transfer” (how it was applied). Regardless of which model you utilize, you will need to develop meaningful learning metrics that reflect training effectiveness.

Some learning metrics are relatively easy to define ( e.g., course completion rate, pass rate, training cost per employee, revenue increase, etc. ), while others are more nuanced. These tend to be related to behavioral changes or linking improvements (which could result from many factors) directly to training programs.

To assess behavioral changes post-training, you need a baseline for comparison. This requires tracking KPIs throughout the employee lifecycle and measuring the impact of specific training programs.

Learn more about learning metrics in our blog “10 Valuable Training Metrics to Know”

4. Collecting data

The accuracy of your learning metrics and how well they reflect the actual effectiveness of a training program are determined by the quality of the data you collect. There are many methods you can utilize to collect training effectiveness data, including:

• Training evaluation forms completed by learners after a particular session or at the end of an entire course.
• Employee interviews to get a better understanding of the learning experience.
• Focus groups made up of a small number of participants to generate more detailed information about a training program without having to interview employees individually.
• Observing employees post-training to determine any behavioral changes.
• Digital tools integrated into your learning management system ( LMS ) or learning experience system ( LXP ) to track training feedback throughout the process, giving employees more opportunities to quickly offer their opinion.

Example of Valamis learning platform and how the data is collected. With the analytics feature, you can get insights into how learning activities affect employees’ performance and as a result your business outcomes.

To build a clear picture of your training programs and their effectiveness, you will likely need to combine multiple sources of data at various stages.

Keep in mind that collecting participant feedback takes additional time out of each employee’s day, and there may be diminishing returns if you try collecting extensive amounts of data.

5. Data analysis

The final step is to analyze all the data collected and draw conclusions about its impact on the participants. This record lets you know what employees learned and how they apply this new information in their work. It also acts as a benchmark to compare to future training programs, develop new ideas, and improve existing skill gaps.

A common issue when analyzing data and deriving information on training effectiveness is finding a way to prove that performance increases are the result of the training.

Take, for example, an increase in revenue occurring after a new training program is completed. To assign credit to the training course and the new skills it generated, you need to determine a direct link between the two – causation, not just correlation.

However, with many factors combined to produce an organization’s overall performance, this is not always a simple task.

You need to track employee feedback post-training, through to the resulting behavioral changes, and how that relates to a surge in revenue. For example, did the training directly improve the product, how it was marketed, or the employees’ sales skills?

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Training effectiveness and how L&D translates to employee performance can be complex concepts to nail down.  However, Valamis is here to help.

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Training Industry

5 training delivery methods to use in your l&d programs.

According to LinkedIn’s 2019 Workplace Learning Report,  organizations are increasingly seeking the help of learning and development (L&D) to complement business strategy by attracting, developing and retaining top talent. A critical aspect to consider, besides the type of training to deliver, is the method of training delivery itself.

Choosing a training delivery method can be a daunting task, given the number of considerations, including budget, size and type of the workforce, location, time frame, and goals. Adding to this complexity are the multiple training delivery options available today that make decision-making easier said than done.

L&D professionals often evaluate delivery methods based on the organization’s overall learning objectives. Most use multiple delivery methods, because a single modality can’t do everything well. So, how can you choose training delivery methods that suit your needs? Let’s consider some of the top options available today.

1. Instructor-led Training (ILT)

Instructor-led training, or classroom training, is the most traditional form of training, best leveraged for creating an overall understanding of the training topic. According to Training Industry, Inc. research, ILT is the training modality most preferred by learners, with 55% of learners reporting a preference for this method.

ILT is most effective when you need to provide a large group of learners with a relatively small amount of information, in a short period, with the only value-add being the credibility of the instructor and his training skills. Another key advantage of ILT is the obvious interactivity, as learners can ask questions and receive instant responses. ILT is a good option for organizations with a dedicated training venue and when employee interactivity is important to the learning experience.

2. Virtual Classrooms

While ILT continues to be popular, advancements in technology have propelled the use of virtual classrooms, or virtual instructor-led training (VILT) . Virtual classrooms enable organizations to deliver training in the form of text, video and documents in real time. They can deliver training from anywhere, and learners can attend the session from wherever they are located, saving organizations valuable time and money on logistics and venues. Good virtual trainers can still offer a human touch.

VILT is most effective when organizations have to train a larger group, but there is no dedicated venue, or the learners (and instructor) are geographically dispersed. It is also only effective when the organization has good tech support available to the trainer and the learners.

3. eLearning

eLearning is one of the most popular forms of training delivery available today. Research suggests the global eLearning market is set to reach over $300 billion in value by 2025 , and 77% of U.S.-based organizations use eLearning . These online learning programs use a mix of text audio and video; discussion forums; and/or interactive assessment.

eLearning is a good option for organizations that want to offer flexible learning opportunities in a short time frame to a global audience by delivering interactive and engaging training programs in the form of games, videos, HTML, quizzes and other content. eLearning is also suitable for organizations that need to provide a simulated environment for learners performing high-risk tasks.

4. Mobile Learning

According to Towards Maturity, 64% of learners say that using a mobile device to access training content is “essential/very useful,” and 89% of smartphone users download apps for learning or productivity.

Mobile learning , although a relatively new training delivery method, is increasingly offered by leading organizations due to the host of benefits it offers, including the ability to deliver training anytime, anywhere and on any device and in the form of microlearning , short how-to videos, social learning and other engaging formats. While best suited to the needs of the on-the-go or field workforce, mobile learning is also popular in offices. In some cases, the nature of the industry (e.g., oil and mining) involves work at locations with no internet connection too, making an offline mobile learning app or platform the go-to solution.

5. Blended Learning

With blended learning , organizations can leverage a combination of approaches, ensuring that every learner retains information. A blended learning approach is perfect for organizations with diverse training requirements and complex learning objectives.

Over the past decade, training delivery methods have evolved with advancements in technology. As the corporate training market explodes with training delivery modalities, the best approach for L&D professionals is not the latest training delivery method but the right training delivery method for their needs. Use these tips, and make the right choice!

• #blended learning
• #delivery tools
• #e-learning
• #instructor-led training
• #mobile learning
• #mobile training
• #training delivery
• #virtual classroom
• #virtual instructor-led training

Amit Gautam

Amit Gautam is the founder of  UpsideLMS  and co-founder of  Upside Learning Solutions .

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12 Project Management Methodologies: An Overview

Curious about Project Management Methodologies? They provide frameworks for effectively planning and executing projects from start to finish. This blog covers methodologies such as Agile, Waterfall, and Scrum, detailing their distinct advantages and ideal use cases. Discover how to choose the right methodology for your project needs!

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Imagine Project Management Methodologies as the different paths in a vast forest. Each path offers a unique journey, with its own set of challenges and rewards. Choosing the right methodology is like selecting the best path to reach your destination efficiently and effectively. 

With a growing number of Project Management Methodologies at your disposal, each brimming with unique advantages, understanding their intricacies is paramount. These methodologies offer adaptability needed to meet diverse project demands and goals. Dive into this blog as we explore twelve leading Project Management Methodologies, uncovering their fundamental principles, strengths and applications. 

Table of Contents

1) What is a Project Management Methodology? 

2) What is a Project Management framework? 

3) 12 Project Management Frameworks(methodologies) 

   a) Waterfall 

   b) Kanban 

   c) Lean Methodology 

   d) Critical Path Method (CPM) 

   e) Critical Chain Project Management (CCPM) 

   f) Project Management Institute's PMBOK® Guide 

   g) Extreme Programming (XP) 

   h) Agile 

   i) PRINCE2 

   j) Six Sigma 

   k) Scrum 

   l) Scumban 

4) Conclusion 

What is a Project Management Methodology? 

In the multifaceted world of Project Management, a clear and structured roadmap is essential for guiding a project from inception to successful completion. Project Management Methodologies provide precisely that, offering a detailed blueprint that outlines every step necessary to achieve project goals. Here's how these methodologies serve us:  

Defined Governance Structure 

Each methodology comes with a built-in governance structure, ensuring that there are clear roles, responsibilities, and decision-making hierarchies within the project team. 

Process Guidelines 

Project Management Methodologies provide comprehensive process guidelines that standardise how tasks must be executed. This helps in maintaining consistency and quality across various projects. 

Test Activities  

Effective Project Management Methodologies incorporate test activities that are crucial for verifying and validating project deliverables. These activities ensure that the project meets its intended objectives and quality standards. 

Detailed Processes 

A good methodology breaks down the project into manageable processes, each with clear steps and milestones. This approach helps in tracking progress, identifying potential issues early, and making necessary and prompt adjustments. 

Deliverables 

These methodologies specify the expected deliverables at various stages of the project. This clarity is crucial in setting accurate expectations with stakeholders. 

Navigating the dynamic world of Project Management can be challenging. Consider that resolved! Sign up for our Project Management Training now! 

What is a Project Management Framework? 

Project Management framework offer structure and direction to a project. But unlike Project Management Methodologies, a framework is neither too detailed nor too rigid. Frameworks guide projects to their goal while being flexible enough to adapt to evolving conditions. 

Here’s how Project Management frameworks ensure effective project execution:  

Structured Guidance 

Project Management frameworks offer a structured approach that outlines key stages and essential activities within a project. This helps maintain focus and ensures that critical elements are addressed without prescribing every detail. 

Flexibility and Adaptability 

Unlike methodologies, frameworks are designed to be adaptable. They allow project managers to tailor processes to fit the specific needs of their project, embracing changes and unexpected challenges while they arise. 

Goal Orientation 

Frameworks keep the project team aligned with the overall objectives by focusing on key milestones and deliverables even when the path to completion may change. 

Broad Process Outline 

Instead of dictating precise steps, frameworks provide a broad outline of processes, giving project teams the liberty to define their specific procedures. This encourages innovation and problem-solving, aligning with the project’s unique context. 

Scalability 

Project Management frameworks are scalable and can be applied to projects of varying sizes and complexities. This makes them suitable for a wide range of industries and project types. 

Continuous Improvement 

By being less rigid, frameworks encourage Continuous Improvement and Development. Teams can learn from each phase of the project, implement prompt changes, and refine their approach in real-time. 

It’s clear that Project Management Frameworks offer the best of both worlds. They provide the necessary structure to guide projects towards their goals while being flexible enough to adapt to the ever-changing landscape of Project Management. 

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12 Project Management Frameworks(methodologies) 

The leading Project Management Methodologies not only vary in their structural organisation but also require different workflows, deliverables and Project Management software solutions. To excel as a project manager, it's crucial to understand each of these 12 frameworks and identify the one that aligns best with your team's requirements. 

1) Waterfall 

The Waterfall model also known as Software Development Life Cycle (SDLC) is a straightforward but detailed methodology. It’s a linear process in which work cascades down (similar to a Waterfall) and is organised in sequential order. 

Here are some key points to remember: 

a) In this methodology, each work task is connected by a dependency. This means that each task must be completed before starting the next task. Not only does this ensure that work stays on track, but it also fosters clear communication throughout the process. 

b) While viewed as a traditional approach by some modern organisations, this method is efficient at creating a predictable and thoroughly planned-out project plan. 

c) Since the Waterfall Project Management Methodology is detailed, it’s great for working on large projects with multiple stakeholders. This is because the clear steps throughout the project help track the work needed to reach goals. 

2) Kanban 

The Kanban methodology represents project backlogs using visual elements, specifically boards. Consider these points: 

a) The Kanban approach is used by teams to better visualise workflows and project progress while limiting the likelihood of bottlenecks.  

b) This approach usually comes in the form of a software tool that allows you to change and drag boards seamlessly within projects (though it’s not a requirement). 

c) Since this method doesn’t have a defined process unlike some other methodologies, many teams use it differently. Kanban aims to prioritise the most important project tasks, keeping the overall framework simple. 

d) Kanban boards work for teams of all sizes and works especially well for remote-first teams. This is because the visual capabilities of Kanban boards help team members stay on track regardless of their location. 

3) Lean Methodology 

The origins of the Lean Project Management Methodology can be traced back to the Toyota’s manufacturing units which revolutionised the production of physical goods in the 1950s. A few decades later the Lean methodology was applied to knowledge work as well, helping businesses eliminate lean wastes, improve processes, and work with tighter budgets and shorter deadlines. 

There are five key Lean principles in Lean Project Management Methodology: 

a) Value: Defining the value to the customer is a fundamental principle of the Lean methodology. Before initiating any project, clearly articulate the value it delivers to the customer. 

b) Value Stream: Mapping the value stream for the entire project cycle is important. This involves analysing each step to identify and eliminate waste. 

c) Flow: Once non-value-adding elements are eliminated, the project should proceed through a smooth, uninterrupted flow of sequential steps. 

d) Pull: I n Lean, project progress and actions are driven by customer demand, unlike traditional methods that rely on forecasts to push work forward. This approach ensures that no premature steps are taken. 

e) Perfection: Lean emphasises the pursuit of perfection through Continuous Improvement. Regularly reassess your processes with the aim of eliminating waste and enhancing efficiency. 

4) Critical Path method (CPM) 

The critical path method enables identification and scheduling critical tasks within a project. This includes: 

a) Creating task dependencies  

b) Tracking project goals and progress  

c)  Prioritising deliverables  

d) Managing due dates 

The objective of this methodology is to properly manage successful projects at scale so that deliverables and milestones are mapped correctly.  

This method is best for small and mid-size projects and teams. The CPM isn’t built for complex projects. 

5) Critical Chain Project Management (CCPM) 

While related to the CPM, the CCPM framework is more detailed, making it one of the most comprehensive options. Here are its key features: 

a) CCPM includes specific time requirements for each task. This pushes task tracking one step further, making it clear when tasks are going over their allotted time.  

b) It uses resource levelling which aims to resolve big workloads by distributing work across available resources. 

c) CCPM is a great methodology for both small and large teams, but its main contribution is in solving project efficiency problems. 

6) Project Management Institute's PMBOK® Guide 

This framework focuses on implementing the five Project Management phases, all of which help in managing a project in a structured phase approach. The five phases include: 

a) Project initiation 

b) Project planning 

c) Project executing 

d) Project performance 

e) Project closure 

While this is a good foundation, the PMBOK® Guide isn’t as specific as other approaches. This means you will need to decide which tasks to complete in each phase.  

The PMBOK® Guide can be used on its own for small teams on standard projects. However it’s a good idea to pair it with a more detailed methodology (like CCPM) for large teams handling complex projects. 

7) Extreme Programming (XP) 

As the name suggests, XP is used for fast-paced projects with tight deadlines. This approach works by creating short development cycles with multiple releases, resulting in quick turnaround times and increased productivity. 

Extreme Programming has a few core values including:  

a) Simplicity  

b) Communication  

c) Feedback  

d) Respect  

e) Courage 

XP includes a specific set of rules which includes: 

a) Planning 

b) Managing 

c) Coding 

d) Designing 

e) Testing 

Since XP is a fast-paced method, it should be used lightly to prevent burnout. 

8) Agile 

The Agile is one of the most common Project Management Methodologies. But the reality is that Agile isn’t technically a methodology, it is best defined as a Project Management Principle.  

The basis of an Agile approach is: 

a) Collaborative 

b) Fast and effective 

c) Iterative and data-backed 

d) Values individuals over processes 

The Agile methodology’s popularity can be credited to the publication of the “Manifesto for Agile Software Development,” authored by 17 Software Developers back in 2001. The Agile framework can be used for just about any team because of its universal nature. The trick is deciding which methodology to use with it. 

9) PRINCE2 

Short for PRojects IN Controlled Environments, PRINCE2 uses the overarching Waterfall methodology to outline stages within a project. It was initially created by the UK government for IT projects. 

These are the seven main principles of PRINCE2: 

a) Starting a project 

b) Directing a project 

c) Initiating a project 

d) Controlling a project 

e) Managing product delivery 

f) Managing a stage boundary 

g) Closing a project 

The PRINCE2 Project Management Methodology is best suited for large enterprise projects with multiple project stakeholders. Using it for small projects might create an unnecessary complicated process. 

Take the first step in the dynamic world of Project Management with our PRINCE2® Foundation Training – sign up now!  

10) Six Sigma 

Unlike other Project Management, Six Sigma is used for quality management and is often paired with either a lean methodology or Agile framework. The main purpose of Six Sigma is to continuously improve processes and eliminate defects.  

To take this method one step further, you can use a Six Sigma DMAIC process, which includes the following phases: 

a) Define: Create a project scope and business case 

b) Measure: Collect data that helps inform need for improvement 

c) Analyse: Identify the root causes of problems 

d) Improve: Solve the root causes identified 

e) Control: Work to sustain solutions for future projects  

Six Sigma is best for large organisations, usually those with a few hundred employees or more. 

11) Scrum 

Interestingly, the term ‘Scrum’ originated from rugby. In rugby, Scrum is the process where a rugby team huddles around the ball and attempts to pass it down the field to win. 

Similarly, the Scrum Project Management Methodology involves short “sprints” that are used to create a project cycle. These sprints span one to two weeks at a time and are organised with teams of 10 or less. 

Once the sprint starts, the scrum master will distribute the work and coordinate team members. 

Here is how the team gets work done during the sprint: 

a) A visual scrum board helps visualise, manage and track tasks 

b) The Scrum board is split into several task lists (in columns) 

c) Once tasks are listed, individuals start working on them 

d) After completion of the work, it is sent for quality check 

e) If the task fulfils the Definition-of-Done, it’s ready to be shipped 

12) Scrumban 

As the name suggests, Scrumban is a methodology that draws from Scrum and Kanban frameworks and incorporates the best of each.  Here are its features: 

a) Scrumban uses a similar sprint cycle as Scrum but enables individual tasks to be pulled into the plan like Kanban. This allows the most important work to be completed and keeps project plans simplified.  

b) Scrumban utilises Scrum meetings to enhance collaboration and keep goals in sight.  

c) Do you like the idea of breaking down a project into smaller tasks, but want to keep it visually simple? Then Scrumban might be the right approach for you. 

Conclusion 

Understanding these Project Management Methodologies is crucial for navigating the complexities of modern Project Management. Each methodology provides unique advantages suited to different project needs and environments. We hope this blog helps you elevate your Project Management skills and drive your projects to success. 

Struggling to transition from a beginner to an experienced Project Manager? Our Project Management For Non-Project Managers Course is here to help. Sign up now!  

Frequently Asked Questions

The three Cs of Project Management are: 

a) Culture 

b) Clarity 

c) Course Correction 

The three Ps of Project Management are: 

a) Project Scope and planning  

b) Process 

c) People 

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Our Project Management Blogs cover a range of topics related to Project Management Methodologies, offering valuable resources, best practices, and industry insights. Whether you are a beginner or looking to advance your Project Management skills, The Knowledge Academy's diverse courses and informative blogs have got you covered. 

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• Published: 25 June 2024

Online training programs for adults with disabilities: a systematic review

• Desirée González   ORCID: orcid.org/0000-0003-3462-1254 1 &
• Annachiara Del Prete 1  

Humanities and Social Sciences Communications volume  11 , Article number:  831 ( 2024 ) Cite this article

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• Science, technology and society

In the last decade, there has been an increase in online or digital technology-based training. Online training offers promising, accessible learning opportunities for everyone. However, few studies have specifically evaluated the scope of this training for adults with disabilities. The primary aim of this study is to conduct a systematic review of this topic. This involves evaluating the literature, including the methodology used, the variables analyzed, and the characteristics of the training program, as well as identifying gaps in the research. Our findings show that the number of publications is low, although there has been an increase in recent years. Furthermore, it is critical to highlight the importance of an intervention methodology grounded in scientific research and the evaluation of implementation fidelity. In general, online programs improve a variety of trained skills. Expanding interventions within this population, mainly targeting adult women with disabilities, is essential to promote equity and inclusivity in lifelong learning.

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Introduction.

The advancement of Information and Communication Technologies (ICT) has greatly impacted society, transforming the way we live, work, and learn. In this last aspect, ICT has become a fundamental support, opening new possibilities and opportunities. Thus, in recent decades, online education has experienced significant growth (Karademir Coşkun & Alper, 2019 ; Wallace-Spurgin, 2020 ). Educational platforms, online training courses, and digital resources are presented as globally accessible learning opportunities. However, is online education truly accessible to everyone, including adults with disabilities? And is the provision of this training sufficient for this group? Although ICTs offer significant opportunities, access to online training is not always equitable, presenting challenges particularly for adults with disabilities.

According to the World Health Organization ( 2023 ), it is estimated that approximately 1.3 billion people worldwide have some form of disability, accounting for 16% of the global population. In Europe, the Council of the European Union ( 2022 ) reports that 101 million adults are living with disabilities, representing 27% of the adult population. They further note that the age groups most affected are those between 45 and 64 years old, as well as those over 65. Additionally, within the European Union, the prevalence of disabilities is higher among women, at 29.5%, compared to 24.4% among men (Council of the European Union, 2022 ).

We must keep in mind that people with disabilities encounter a multitude of challenges. Compared to those without disabilities, they experience higher rates of unemployment, increased risk of poverty or social exclusion, greater susceptibility to violence and abuse, poorer academic performance, and a higher school dropout rate (Council of the European Union, 2022 ). In this context, online education could help mitigate some of these issues, potentially improving the quality of life for people with disabilities and fostering their social integration. Furthermore, Article 24.5 of the Convention on the Rights of Persons with Disabilities (Instrument of Ratification of the CRPC, December 13, 2006, April 21, 2008) explicitly recognizes the right to education for persons with disabilities:

States Parties shall ensure that persons with disabilities have general access to higher education, vocational training, adult education, and lifelong learning without discrimination and on an equal basis with others. To this end, States Parties will ensure that reasonable adjustments are made for persons with disabilities (Article 24.5, p. 96)

In this regard, online training could offer several advantages over face-to-face training for people with disabilities. For instance, its adaptability allows for training to be personalized based on the individual’s profile, learning style, and specific needs (Aeiadand & Meziane, 2019 ). Online training also provides flexibility in terms of when the training is accessed, enabling learners to set their own pace, and thereby fostering greater autonomy in learning. Another key feature of online education is its accessibility, both in terms of time and location, which allows learners to access training from any place (Herrera et al., 2015 ). Additionally, some studies (e.g., Biggs & Tang, 2011 ) have noted that for individuals with autism spectrum disorder (ASD), asynchronous participation in discussions can reduce stress by allowing them to respond at their own pace.

Considering these advantages, there has recently been a considerable increase in online or virtual learning environments developed specifically for individuals with special educational needs (Ozdemir et al., 2019 ). These environments include a range of tools such as online learning platforms, collaborative learning environments, virtual classrooms, 3D simulators, and virtual environments, as well as virtual reality (VR) and augmented reality (AR). These emerging technologies are being explored for their potential to enhance the educational experience by offering immersive simulations and more engaging learning environments. For instance, Contreras-Ortiz et al. ( 2023 ) note that the technologies like VR, AR, and mobile applications are particularly implemented with individuals with autism, alongside other utilized environments.

These educational environments are versatile, enabling the development of a broad range of skills, including academic, social, emotional, communication, personal autonomy, and cognitive skills, among others. For example, Howard and Gutworth ( 2020 ) emphasize the potential of virtual reality (VR) to enhance social and emotional skills in individuals with autism.

However, key questions remain: What components or elements should a learning environment include to ensure meaningful learning for people with disabilities? Additionally, what skills must individuals possess to effectively interact with online environments?

Research by Meyers and Bagnall ( 2015 ) and Downing ( 2014 ), which reflects the perceptions of students with autism, underscores the necessity for clear instructions and presentation of material. They recommend minimizing the number of resources and links available. In line with these findings, it is crucial to design simpler environments that feature clear, specific, simple, literal, and easy-to-follow instructions (Contreras-Ortiz et al., 2023 ).

Adams et al. ( 2019 ) identified several barriers and facilitators in the learning experience of university students with autism. Among the barriers, notable issues include the overwhelming amount of information on a page, the need for immediate answers to their questions, difficulty planning the schedule, excessive workloads, and pressing deadlines. Conversely, facilitators include the ability to pause and replay videos, flexible scheduling, prompt responses to inquiries, availability of evaluation rubrics, and a detailed timetable. The authors emphasize the importance of interaction and creating collaborative learning communities. However, they caution that the nature and frequency of these interactions can either hinder or help students with autism, thus underscoring the need to establish a functional virtual community (Garrison, 2017 ). Additional studies (Contreras-Ortiz et al., 2023 ) highlight essential characteristics of an effective online environment. These environments should be dynamic, incorporating a variety of resources and a robust learning support system, and must adapt to meet individual needs and preferences (Brown, 2000 ). For individuals with ASD, it is crucial to include visual elements such as videos and images, utilize authentic images, provide specific instructions, and employ a natural voice in presentations. In addition, instructional strategies should incorporate positive reinforcements, gradually increase the difficulty of activities, and ensure thorough supervision and monitoring throughout the teaching-learning process (Contreras-Ortiz et al., 2023 ). Acosta et al. ( 2020 ) also provide recommendations for creating accessible and inclusive online content. These guidelines align with the Authoring Tools Accessibility Guidelines (ATAG) 2.0 of the World Wide Web Consortium. They design online training programs for people of any age with disabilities. Ultimately, any intervention or training must be tailored to the specific needs of its target population.

Key skills necessary for successful online learning include self-regulation, self-discipline, time management, organization, and self-evaluation. These skills, crucial for engagement with learning content, are highlighted in a review by Kauffman ( 2015 ) and further supported by research from Serdyukov and Hill ( 2013 ). Additionally, digital competence is essential for effective interaction with online platforms and resources, particularly for adults with disabilities.

Despite a significant increase over the last decade in the number of publications on interventions and training through online environments, VR/AR, etc., across various population groups (e.g., Dechsling et al., 2020 ; Mesa-Gresa et al., 2018 ; Lorenzo et al., 2018 ), and the positive outcomes from the implementation of ICT in training processes (Contreras-Ortiz et al., 2023 ), a critical question remains: What do we really know about the online training of adults with disabilities?

Several review studies have investigated virtual and augmented reality (VR/AR) in educational interventions for individuals with autism. For example, studies conducted by Mesa-Gresa et al. ( 2018 ) and Lorenzo et al. ( 2018 ) have primarily focused on children with autism. Expanding this demographic scope, the research by Dechsling et al. ( 2022 ) reviewed the literature on autism interventions using VR/AR across different age groups. Their analysis of 49 articles found that only one study (Amaral et al., 2018 ) included participants over 31, with no studies involving individuals over 40. Similarly, Contreras-Ortiz et al. ( 2023 ) reviewed e-learning ecosystems for people with ASD, observing a notable gap in research focused on adults. An e-learning ecosystem integrates all essential components needed to implement an online learning system, as discussed in studies by Ezzahraa et al. ( 2020 ) and Luna-Encalada et al. ( 2021 ).

To our knowledge, no studies from previous reviews have specifically aimed to analyze online training for adults with disabilities. Given the rapid development of online learning and the notable lack of information about this demographic, there is a clear justification for conducting a review to systematically map and evaluate the existing research in this field.

The aim of this review is to provide a comprehensive summary of studies that have utilized online training formats for adults with disabilities. This involves evaluating the literature, including the methodologies used, the variables analyzed, and the characteristics of the training program. Additionally, this review seeks to identify any research gaps in the existing literature.

Material and methods

A systematic review was conducted following the protocol “Preferred Reporting Items for Systematic Reviews and Meta-Analyses” PRISMA protocol version 2020 (Page et al., 2021 ). This protocol includes four phases: identification, selection, eligibility, and inclusion (Urrútia & Bonfill, 2010 ).

Search strategy

We searched for relevant documents related to our object of study in two electronic databases: SCOPUS and WoS. The search was carried out by topic in the last ten years (January 2014 to January 2024). We conducted the search using a combination of keywords with different Boolean operators. Quotation marks (“”) were used to find documents that contained the specific concept related to our study. Likewise, the operator “OR” expanded the search with synonyms for the keywords. We also used the asterisk (*) after the root of a word to search for all documents containing that word and its possible endings. Finally, to find only the documents containing the key concepts (or set of concepts simultaneously), the logical operator joined these “AND.” The first topic involved words related to online education. We use (“e-learning” OR “online education” OR “distance learning” OR “virtual learning” OR “distance education” OR “online learning” OR “online course” OR “remote education” OR “remote learning” OR “virtual education” OR “virtual course” OR “web-based learning” OR “web-based training” OR “web-based education” OR “online training program”). The second topic was related to the age or population that is the object of our study. The words used were (“adults” OR “adulthood” OR “Elderly” OR “Age group: 18 and older”). The last topic referred to the disabled group. This dernier topic was as follows: (“disabilities” OR “disabled” OR “impairments” OR “special needs” OR “neurodevelopmental disorders” OR “intellectual disorders” OR “intellectual disabilities” OR “communication disorders” OR “autism spectrum disorder” OR “attention-deficit/hyperactivity disorder” OR “specific learning disorders” OR “motor disorders” OR “physically challenged” OR “physical disabilities” OR “sensory impairments” OR “chronic health conditions” OR “autis*“ OR “sensory disabilities” OR “syndrome down”).

Inclusion and exclusion criteria

For an article to be included, it had to: (1) address directly online training aimed at adults with disabilities; (2) the sample study had to be people with disabilities; (3) were published in the last ten years (from January 2014 to October 2023); (4) were studied from any country (published in English or Spanish). Exclusion criteria were: (1) Gray literature (dissertations, posters, etc.); and (2) studies not reporting results about the online program.

Selection process

The search identified 535 articles (105 from WoS and 430 from SCOPUS). All documents were exported to the Rayyan tool for subsequent classification and selection. Of the 535 papers found, we removed 54 duplicate documents. The titles and abstracts of the 481 papers found were then examined. To ensure fairness and improve the reliability of our selection process, we employed a method known as blind selection, as described by Ouzzani et al. ( 2016 ). This method allowed multiple judges to rank documents independently without being influenced by the ratings of others. Our selection process followed a structured approach inspired by Belur et al. ( 2021 ), which involves dividing screening into multiple stages. In line, each author screened the documents found in three different stages: in the first stage, each author reviewed 161 papers, and in the second and third stages, reviewed 160 articles, respectively. During this phase, disagreements arose that were discussed by the authors, reaching a justified agreement on selecting the article for the next phase. This iterative method allows judges to refine their understanding of the inclusion criteria and improve consensus at each stage, ultimately improving the reliability of the IRR index. After completing the blind selection, we collected the rankings of all judges and transferred them to a database. Subsequently, we calculated inter-rater reliability indices (IRR) to assess the consistency of the judgments. IRR indices were calculated using Coen’s Kappa, achieving 0.74 in the first stage, 0.80 in the second stage, and a perfect score of 1 in the last stage (see Table 1 ).

After screening, 408 records were eliminated for not meeting the inclusion criteria. The remaining 73 documents were assessed for the eligibility phase. For this purpose, the full texts were obtained. The process was carried out through a collaborative effort between the two authors, so the articles were distributed equally. Next, each author reviewed the work done by her colleague to check and verify that the articles met the criteria. If there was any disagreement, it was analyzed and discussed. Finally, 16 articles are selected for review once the inclusion and exclusion criteria have been examined and applied. Fifty-nine articles were excluded during this phase for the following reasons: (1) The purpose of the training in these studies was solely rehabilitative rather than educational. These interventions focused on recovering or improving skills and functions physically lost or impaired by illness or injury rather than educational interventions aimed at enhancing knowledge and skills in a health context or other contexts. For example, studies involving the use of a robot connected to an arm, intended to improve mobility after an injury, were excluded. (2) Some studies included both minors and adults in their sample, but presented the results without distinguishing between different age groups. (3) Despite targeting people with disabilities, certain training programs were tested on healthy individuals. (4) Some studies included diseases that could potentially lead to disabilities in the future, but did not necessarily involve individuals with current disabilities. (5) Studies lacking comprehensive explanations of their research design (including sampling methods, description of the sample, instruments, procedures, and data analysis) were excluded from consideration. This decision was made with the recognition that a thorough explanation of these aspects is crucial for maintaining rigor.

Figure 1 offers a visual representation of the process conducted in accordance with the PRISMA protocol.

Data extraction procedure in four phases: identification, selection, eligibility and inclusion.

Document coding

The 16 scientific articles underwent analysis and coding based on the following criteria: (1) Participant information, including age, number of participants, gender, and type of disabilities. (2) Study details, encompassing authors, year of publication, objectives, methodology, measurements, instruments, analysis, and principal findings. (3) Program specifics, covering objectives, methodology, and duration.

Following the PRISMA protocol, 16 scientific articles were included and analyzed based on criteria encompassing the study participants’ characteristics, characteristics of the studies, and program attributes, as previously mentioned.

About the characteristics of the study participants (see Table 2 ), most studies provide specific details on age, sex, and type of disability. The studies encompass a range of age groups, with some focusing on specific development stages (Arachchi et al., 2021 ; Bruce et al., 2017 ; Garcia et al., 2023 ; Mead et al., 2023 ). Participant numbers vary significantly, from a single participant in the study by Silva de Souza et al. ( 2018 ) to 5586 participants in Mead et al. ( 2023 ), bringing the total number of participants across all studies to 6129. Generally, the sample sizes are small, with most studies involving no more than 128 participants, except for Mead et al. ( 2023 ), which analyzed institutional accommodations for students with disabilities using existing registered data. The gender distribution across the studies appears relatively balanced, although some studies show slight variations toward one gender. Now, if we narrow our focus to the subset of individuals with disabilities within the sample under consideration, excluding the study by Mead et al. ( 2023 ), where the large sample skews the overall statistics, we find that 55.83% of participants are male, while 44.15% are female among those with disabilities. The studies also cover various types of disabilities: two concentrate on intellectual disabilities (Arachchi et al., 2021 ; St. John et al., 2022 ), two on autism spectrum disorder (De Felice et al., 2023 ; Garcia et al., 2023 ), two on Attention Deficit/Hyperactivity Disorder (Bruce et al., 2017 ; Moëll et al., 2015 ) and two on visually impairments (Güdül Öz & Yangın, 2021 ; Silva de Souza et al., 2018 ), with others addressing additional disabilities.

Regarding the characteristics of the studies (see Table 3 ), it is observed that while the aims of the studies are diverse, some common themes emerge. For instance, St. John et al. ( 2022 ) and Rimmer et al. ( 2022 ) focus on evaluating programs aimed at improving well-being, while Curtiss et al. ( 2023 ) and Güdül Öz and Yangın ( 2021 ) evaluate educational programs centered on sexuality education. Additionally, Fjellström et al. ( 2022 ) and Rimmer et al. ( 2022 ) both involve programs related to physical activity. All these articles commonly evaluate training programs designed for adults with disabilities. The methodologies employed across these studies vary, with 50% utilizing quantitative methods (e.g., Bruce et al., 2017 ; De Felice et al., 2023 ; Mead et al., 2023 ; Moëll et al., 2015 ; Worobey et al., 2018 ), 37.5% using mixed methods, and 12.5% adopting qualitative approaches. These studies assess the effectiveness of ICT-based training by analyzing improvements in various domains, including cognitive (e.g., Chiu et al., 2023 ; Moëll et al., 2015 and Worobey et al., 2018 ), physiological and physical activity (e.g., Busse et al., 2022 ; Fjellström et al., 2022 ; Rimmer et al., 2022 ; Silva de Souza et al., 2018 ), educational and behavioral (v.gr., Ayuso & Santiago, 2022 ; Bruce et al., 2017 ; Curtiss et al., 2023 ; García et al., 2023 ; Güdül Öz & Yangın, 2021 ; Moëll et al., 2015 ) and performance variables (Arachchi et al., 2021 ; De Felice et al., 2023 ; Mead et al., 2023 ). Additionally, several studies assess the feasibility, usability, satisfaction, and participants’ perception of their experiences (e.g., Busse et al., 2022 ; Fjellström et al., 2022 ; Garcia et al., 2023 ; Güdül Öz & Yangın, 2021 ; Rimmer et al., 2022 ; St. John et al., 2022 ), while a few analyze implementation fidelity (e.g., Busse et al., 2022 ; Chiu et al., 2023 ; Garcia et al., 2023 ). A variety of tools, including scales, questionnaires, observations, and interviews, are employed, and analyses such as ANOVA and regression are commonly used (e.g., De Felice et al., 2023 ; Fjellström et al., 2022 ; Mead et al., 2023 ; Rimmer et al., 2022 , Worobey et al., 2018 ). In qualitative studies, thematic and content analyses are prevalent (e.g., Curtiss et al., 2023 ; García et al., 2023 ; Silva de Souza et al., 2018 ; St. John et al., 2022 ).

Concerning the characteristics of the programs (see Table 4 ) and the main objectives pursued in the interventions, various focuses are evident. Some programs aim to improve specific skills such as danger perception and driving ability (Bruce et al., 2017 ) or cognitive skills (Chiu et al., 2023 ). Others provide knowledge on diverse topics, like effective web search techniques (Arachchi et al., 2021 ) or a broad range of content (De Felice et al., 2023 ). Regarding the intervention methodologies, many studies report that the programs often include support from professionals, researchers, or teachers who help reinforce learning, address questions, or resolve technical issues (Arachchi et al., 2021 ; Ayuso & Santiago, 2022 ; Busse et al., 2022 ; Chiu et al., 2023 ; De Felice et al., 2023 ; Fjellström et al., 2022 ; Moëll et al., 2015 ; Rimmer et al., 2022 ; Silva de Sousa et al., 2018 ; St. John et al., 2022 ; Worobey et al., 2018 ). Some studies highlight a structured sequence of instruction grounded in empirical evidence (Busse et al., 2022 ; Garcia et al., 2023 ). Additionally, the modalities of delivery vary, with some programs featuring real-time video calls and interactive sessions between teachers and students (De Felice et al., 2023 ), while others utilize platforms that offer pre-recorded content alongside messaging systems for communication (Garcia et al., 2023 ). The duration of these programs also varies considerably. Some are conducted in a single session lasting 40–60 min (De Felice et al., 2023 ; Silva de Souza et al., 2018 ) whereas others consist of multiple weekly sessions, each lasting 45–60 min, over several weeks (Ayuso & Santiago, 2022 ; Fjellström et al., 2022 ).

In general, the findings from multiple studies underscore the benefits of web tools and online learning for people with disabilities, presenting overall positive results. However, when comparing in-person to online learning, the results are mixed. For example, Ayuso and Santiago ( 2022 ) observed better outcomes with online formats, whereas Mead et al. ( 2023 ) noted that face-to-face settings offer more adaptations beneficial to students with disabilities. Worobey et al. ( 2018 ) found that both in-person and web-based training groups showed improvement, with web-based training proving as effective as in-person training. Furthermore, several authors (Curtiss et al., 2023 ; St. John et al., 2022 ) emphasize the importance of co-creating learning environments with people with disabilities. They advocate for involving these individuals in the planning and design processes to ensure the environments meet their specific needs and preferences.

This review aimed to identify studies focused on training adults with disabilities through electronic means. We adopted the staged selection procedure outlined by Belur et al. ( 2021 ) to enhance the accuracy and precision in document selection and minimize observer bias. From this rigorous selection process, we identified 16 studies with diverse characteristics.

In analyzing the gender distribution within these studies, we found no consistent pattern indicating a higher proportion of male or female participants across the entire sample. However, when focusing specifically on the disabled adults within these studies, a higher rate of male participation emerged. This finding aligns with Dechsling et al. ( 2022 ), where only 7.4% of participants were women. In our analysis, the gender difference was 11 percentage points, which is somewhat less pronounced than in the Dechsling study. It is important to note that this analysis excluded three of the 16 selected studies due to their lack of gender-specific data (Curtiss et al., 2023 ; Rimmer et al., 2022 ) or because they were not focused on a direct intervention program at the time but rather on analyzing accommodations for students with disabilities in online programs over an extended period (Mead et al., 2023 ). Given the observed gender discrepancies and considering that some reports indicate a higher incidence rate of disabilities among women (Council of the European Union, 2022 ), future online training initiatives should strive for greater representation of women to ensure equity and inclusiveness.

As noted earlier, with the exception of the study by Mead et al. ( 2023 ), most studies we reviewed have small sample sizes, ranging from 1 to 128 participants. This underscores the need for research involving larger sample sizes to enhance the validity and transferability of the findings.

Despite having identified only 16 studies that analyze online training for people with disabilities, our review indicates a rapid growth in research within this field, as 81.3% of the included studies were published after 2021. This surge in research activity is promising and reflects a growing interest in this area of study.

Furthermore, it is noteworthy that half of the studies employed quantitative methodologies, including four controlled trials. Interestingly, 37.5% of the studies utilized mixed methods, an approach that can offer a more comprehensive understanding of the nuances of online training for adults with disabilities. The methodological diversity observed in these studies represents a significant strength, enhancing our understanding of the field’s complexities.

Studies have employed various metrics to assess the effectiveness and viability of online training. Aligning with the evaluation model proposed by Kirkpatrick ( 2006 ), the analyzed variables correspond to the first level (reaction), focusing on participants’ satisfaction with the training, and the second level (learning), which examines changes in the skills taught. Notably, several studies have delved into participants’ perceptions of their learning experiences, which is an essential aspect of the reaction level. For instance, in the study by Güdül Öz and Yangın ( 2021 ), participants suggested enhancements to the learning environment, such as the inclusion of more images and videos. This feedback aligns with findings from Contreras-Ortiz et al. ( 2023 ), who emphasized the significance of incorporating visual elements like videos and images in the design of educational environments.

Additionally, several of the reviewed studies have focused on implementation fidelity within training programs, an aspect critical to their success. Implementation fidelity refers to the extent to which training is executed as originally designed (Jiménez & Crespo, 2019 ). This ensures that any shortcomings in the training outcomes are not due to deviations from the planned instruction. Davis Bianco ( 2010 ) notes that deviations can significantly diminish the effectiveness of a program. Evaluating implementation fidelity, therefore, not only supports the validity of the training’s theoretical and methodological foundations but also substantiates the observed intervention effects. This aspect was notably addressed in the studies by Busse et al. ( 2022 ), Chiu et al. ( 2023 ), and Garcia et al. ( 2023 ) included in our review.

The limited number of studies that employ an evidence-based learning methodology supported by a robust pedagogical framework is noteworthy. According to Murray et al. ( 2012 ), practices and interventions for people with disabilities should provide ample learning opportunities, clearly define intended outcomes, offer models, and include guided practices and feedback. Several studies in our review, including those by Busse et al. ( 2022 ), Chiu et al. ( 2023 ), Garcia et al. ( 2023 ), and Worobey et al. ( 2018 ), have incorporated these critical elements. Additionally, it is essential for educational platforms and resources to embrace inclusive design principles from the outset, ensuring that accessibility needs are considered during content creation and technology implementation. Contreras-Orticz et al. ( 2023 ) emphasize that learning environments should be dynamic and feature a variety of resources along with a robust learning support system. This approach is mirrored in studies like Moël et al. (2023) and Rimmer et al. ( 2022 ), which provide structured guidance and support, aligning with best practices for creating effective online learning environments.

Finally, another crucial consideration in creating online learning environments is addressing the specific needs of the intended participants. Studies included in our review, such as those by Arachchi et al. ( 2021 ), Curtiss et al. ( 2023 ), and St. John et al. ( 2022 ), highlight the benefits of this approach.

In general, online programs have been shown to enhance many of the skills being trained, corroborating findings from other research, such as that of Odom et al. ( 2015 ). Moreover, some studies, such as Ayuso and Santiago ( 2022 ), report improvements using online formats over in-person methods, although other studies present conflicting results. Thus, there is a clear need for further research comparing in-person and online formats to derive more definitive conclusions.

Despite the recent surge in publications related to our research objectives, significant improvements are still needed to enhance access to online training. Digital accessibility remains a paramount challenge, particularly for people with disabilities and older adults who may encounter barriers when engaging with online platforms and digital content not tailored to their specific needs. Compliance with accessibility standards, such as the Web Content Accessibility Guidelines (WCAG), is essential to ensure that online platforms are universally accessible. Additionally, when designing online training programs for adults with disabilities, it is crucial to adopt an interdisciplinary approach. This should involve collaboration among technology experts, pedagogy specialists, and the program recipients themselves. Such collaboration ensures that the programs are responsive to the needs and interests of the users, as highlighted by Curtiss et al. ( 2023 ) and St. John et al. ( 2022 ). This comprehensive approach not only enhances the effectiveness of the training but also ensures inclusivity and accessibility in the learning process.

As previously discussed, the design of the virtual environment is crucial, yet equally important is the attention to the specific needs of people with disabilities. Supporting these individuals in how to use ICT can significantly enhance their online learning opportunities and success in interaction (Ellis & Goodyear, 2019 ). This was a key goal of the study by Arachchi et al. ( 2021 ), which focused on training individuals in information skills and information literacy to boost their digital competence (Jin et al. 2019 ).

Moreover, it is essential to recognize that older adults also require targeted support when engaging with ICT. Studies such as those by Briones and Meijering ( 2021 ) have highlighted the critical role of social support provided by “technology experts” and the educational resources available through community centers. These supports are vital to ensuring that older individuals can successfully navigate and benefit from technology. Such inclusive approaches are fundamental to making digital education accessible and effective for all learners, regardless of age or disability.

Limitations

While this systematic review provides valuable insights, the scope of information gathered could be broadened through a scoping review. Such a review would allow for the inclusion of additional research and findings from the gray literature, which might offer more comprehensive perspectives on the subject.

Furthermore, future searches should extend beyond the databases currently used, to include specific psychology and education databases such as PsycINFO and ERIC. Expanding the search to these databases could uncover more nuanced and detailed studies relevant to the intersection of online learning, disabilities, and educational outcomes.

Implications for practice

The favorable outcomes observed across all studies in our review, concerning skills such as academic prowess, instrumental abilities, social interaction, personal autonomy, and physical activity, underscore the effectiveness of online and electronic device-based training for adults with disabilities. Nonetheless, there is a clear need to ensure greater representation of women in studies and to expand sample sizes to enhance the robustness and generalizability of the findings.

Furthermore, as suggested by Gorski ( 2009 ), there is a critical need to design collaborative digital learning spaces that involve a range of professionals. Such collaboration ensures that the learning environments are not only technologically advanced but also pedagogically sound.

Additionally, assessing implementation fidelity must be prioritized in training programs. This practice is essential to ensure that the training adheres to its intended design, thereby improving the validity and reliability of the results.

Despite the limited number of studies initially identified, the notable increase in research post-2021 reflects a growing interest in online training for adults with disabilities. This trend suggests a burgeoning concern in this field, though significant gaps remain that require further exploration.

The methodological diversity observed in the studies is viewed as a strength, underscoring the value of mixed-method approaches. These methodologies provide deeper insights into the complexities of online training, enabling a more nuanced understanding.

While the studies generally report positive outcomes in skill enhancement, the variability in results between in-person and online formats underscores the necessity for more targeted and detailed research. This will help to fully comprehend the impacts and effectiveness of different training modalities.

A recurring issue in the analyzed studies is the lack of a clear theoretical foundation and a supportive pedagogical framework. It is crucial for future research and practice to incorporate evidence-based theories and pedagogical strategies. This would ensure that training programs are not only technologically sound but also educationally effective.

Moreover, the studies highlight the importance of training and raising awareness among educators and content developers. Future training initiatives should prioritize interdisciplinary collaboration, involving technology developers, researchers in special educational needs and educational technology, and, importantly, people with disabilities themselves.

The objectives of the programs analyzed are diverse, covering a wide array of skills and knowledge areas. The methodologies employed are specifically tailored to meet these varied objectives and include participatory approaches, learning transfer models, and the use of online platforms. Although basic technology underpins these interventions, the duration of the programs varies significantly, reflecting the complexity and specific goals of each rather than a uniform approach.

Despite the surge in related publications, there remains a pressing need to broaden the scope of online interventions and training for adults with disabilities. This expansion is crucial to fully ascertain the potential and limits of such training. As we advance, it is imperative to maintain a steadfast commitment to ensuring that online education is accessible and advantageous to all, irrespective of individual capabilities or limitations. Such inclusivity is essential for achieving equity in training, thereby enhancing the quality of life and fostering social integration for all individuals.

Data availability

Data sharing does not apply to this article as no datasets were generated or analyzed during the current study. However, the files with the selected articles from the WoS and SCOPUS databases and the link to the RYYAN platform are available from the corresponding author upon reasonable request.

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González, D., Del Prete, A. Online training programs for adults with disabilities: a systematic review. Humanit Soc Sci Commun 11 , 831 (2024). https://doi.org/10.1057/s41599-024-03342-5

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