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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