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.


    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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