9 things to consider when creating a training course

9 things to consider when creating a training course

Offer­ing train­ing mod­ules to your employ­ees, either online or in per­son through work­shops and sem­i­nars, has become essen­tial, even for recruit­ing. Accord­ing to a sur­vey con­duct­ed by Deloitte, “the oppor­tu­ni­ty to learn and train con­tin­u­ous­ly” is one of the most sought-after ben­e­fits in a com­pa­ny.

Do you want to cre­ate a train­ing course for your employ­ees but don’t know where to start or how to do it? Here are some tips and key points to keep in mind.

Sum­ma­ry


    1. Choosing the central theme

    The first step is to define the sub­ject of the train­ing.

    Remem­ber that it has to be rel­e­vant to your employ­ees’ inter­ests and direct­ly relat­ed to your com­pa­ny’s core busi­ness or their job. Of course, to offer them excel­lent prospects for learn­ing and devel­op­ment, also pro­vide them train­ing on new top­ics that will enable them to become more com­pe­tent.

    Exam­ples of train­ing top­ics for mar­ket­ing employ­ees:
    ● Dig­i­tal mar­ket­ing
    ● Mar­ket­ing B2B / B2C
    ● Influ­encer mar­ket­ing
    ● Oper­a­tional or strate­gic mar­ket­ing
    ● Event mar­ket­ing
    ● The­mat­ic mar­ket­ing (sports indus­try, music, hotels, tourism, etc.)
    ● Etc.

    As a com­pa­ny, it will also allow you to focus on the key com­pe­ten­cies you would like to devel­op in-house.

    2. Structuring training

    After choos­ing the train­ing top­ics, it is essen­tial to struc­ture the train­ing accord­ing to a clear plan and guide­lines.

    It is rec­om­mend­ed to use an intro­duc­tion, table of con­tents, main sec­tions, a con­clu­sion and key points to remem­ber. Also, cre­ate an overview so your employ­ees can see the train­ing con­tent before­hand.

    Define as well in advance the final goals of the train­ing. Learn­ing goals must be spe­cif­ic, mea­sur­able, achiev­able, real­is­tic and time-bound: the SMART mod­el.

    3. Drafting the content

    Once the struc­ture has been estab­lished, it is time to draft the train­ing con­tent. Out­sourc­ing this part is rec­om­mend­ed, espe­cial­ly if the sub­ject is com­plex and tech­ni­cal.
    If your bud­get does not allow it, you can write it your­self. How­ev­er, keep in mind that this is a time-con­sum­ing task.

    4. Keep the budget in mind

    It goes with­out say­ing that if you are a start-up or an SMB, you will not have the same bud­get as a multi­na­tion­al group to pro­vide detailed, visu­al and reg­u­lar train­ing to your employ­ees. Make a bud­get esti­mate to under­stand the max­i­mum cost of set­ting up your train­ing, espe­cial­ly if you out­source it.

    5. Define the format of the training

    Anoth­er essen­tial ele­ment to con­sid­er is the for­mat of the train­ing.

    If it is a one-off train­ing course, e.g. every six months, opt for face-to-face ses­sions. For exam­ple, you can sched­ule a whole day in advance in your employ­ees’ agen­das or have a ded­i­cat­ed day for train­ing dur­ing your annu­al con­ven­tions.

    If the aim of the train­ing is for any­one to be able to access it inde­pen­dent­ly, opt for the online for­mat. Train­ing can be added to a spe­cif­ic sec­tion of your com­pa­ny intranet. You can also offer a sub­scrip­tion to spe­cif­ic online learn­ing plat­forms such as LinkedIn Learn­ing, Cours­era or Open­Class­room. The lat­ter could be a rel­a­tive­ly cheap­er and sim­pler alter­na­tive. The con­tent offered by these plat­forms is of high qual­i­ty, and the top­ics are var­ied.

    6. Implement an online registration system

    To make it eas­i­er for your employ­ees to access train­ing, imple­ment an online reg­is­tra­tion sys­tem to find out how many peo­ple would be inter­est­ed in each mod­ule or which meet­ing room to book if it is face-to-face. This will also make it eas­i­er for you to set up and organ­ise the course while ensur­ing the fol­low-up of the atten­dees.

    7. Offering comprehensive training adapted to everyone

    When cre­at­ing a course, it is also essen­tial to con­sid­er your employ­ees’ dif­fer­ent learn­ing styles.

    It is rec­om­mend­ed to use dif­fer­ent teach­ing meth­ods, such as slide pre­sen­ta­tions, prac­ti­cal exer­cis­es, quizzes and case stud­ies, to help par­tic­i­pants bet­ter under­stand and retain the infor­ma­tion.

    8. Provide extra support

    Final­ly, don’t for­get to pro­vide extra sup­port and be avail­able for peo­ple who have com­plet­ed the train­ing. This can be done by pro­vid­ing addi­tion­al resources such as books, arti­cles, and videos or by dis­cussing any ques­tions that may have been left unan­swered. The more you com­mit to help­ing your team devel­op, the bet­ter the results will be.

    9. Analysing the results

    After pro­vid­ing train­ing to your employ­ees, it is essen­tial to fol­low up and analyse the results of cer­tain ele­ments:

    • How many peo­ple under­took the train­ing?
    • How many suc­ceed­ed and how many failed?
    • How long did the train­ing last, on aver­age?
    • What are the gen­er­al views and com­ments to improve train­ing in the fol­low­ing edi­tions?
    • Is the for­mat and dura­tion appro­pri­ate?
    • Does infor­ma­tion quick­ly become obso­lete (espe­cial­ly if it is relat­ed to reg­u­la­tions, eco­nom­ics, etc.)?
    • Etc.

    With its WeezTick­et solu­tion, Weezevent allows you to keep track of your train­ing reg­is­tra­tions. Find out more about our online reg­is­tra­tion solu­tion:

    Learn more

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