Sample Training Plan Template that Delivers Results

Training is how we connect employees to success, plain and simple. This sample training plan template is designed to help your team close skill gaps, learn effectively, and deliver real results.

Let’s dive into how to build a plan that drives employee learning while aligning with your business goals.

Step 1: Determine Training Objectives

Why are we here? It’s the first question every great training plan answers. Without training objectives, you’re essentially tossing spaghetti at the wall and hoping something sticks.

Your objectives anchor the entire process. They connect training goals with what your business actually needs.  Whether short-term or long-term, this sample training plan template ensures your objectives guide every session, activity, and follow-up.

Here are examples of objectives done right:

• Short term: By the end of the onboarding process, new hires can confidently navigate the HR portal, submit expense reports, and complete timesheets.
• Long term: Within six months, team members improve CRM utilization by 30%, reducing time spent on manual reporting.

The clearer your objectives, the easier it is to create an employee training plan that hits the mark. Without them? You’re wandering in the dark.

Step 2: Identify the Target Audience

Training isn’t one-size-fits-all. Your team is made up of unique individuals with specific roles, challenges, and needs. Identifying exactly who you’re training is a crucial step for a successful plan.

Employees are more engaged when training is tailored to their roles. According to a Gallup report, employees are four times more likely to engage with training programs designed specifically for their job functions (Gallup Report on Employee Engagement). This means understanding your audience is key to making your training resonate and deliver results.

Ask yourself:

• Who needs this training?
• What are their responsibilities, and how does training help them perform better?
• Are there specific knowledge gaps or skill gaps you need to address?

For example, your sales team’s needs will be very different from your HR department’s, and your IT team will have an entirely different set of priorities. Identifying these groups ensures you’re delivering relevant training content.

Here’s how it might break down:

• New hires: Focus on an onboarding process that introduces tools, processes, and culture.
• Sales team: Provide training courses on advanced CRM tools to increase productivity.
• HR team: Offer resources on designing and implementing employee development plans.
• IT team: Host workshops on cybersecurity and troubleshooting.

When you know exactly who you’re training, you can build targeted programs that resonate with your team members. This clarity sets the foundation for impactful training.

Step 3: Conduct a Training Needs Assessment

Ever tried solving a problem without knowing what’s broken? That’s what happens when you skip a training needs assessment. It’s the step that uncovers where your team is struggling so you can address it head-on.

Here’s how to spot those gaps:

• Surveys: Ask team members what’s slowing them down.
• Data: Look at performance metrics—what’s dragging down results?
• Manager feedback: Managers often know exactly where their team members are stuck.

Example: Your customer support team is taking too long to close tickets. After an assessment, you realize the issue isn’t a lack of effort—it’s a knowledge gap with the ticketing software. Training on advanced features would fix that problem fast.

When you invest the time to identify knowledge gaps and skill gaps, you set yourself up for training that actually makes a difference. Start with a clear view of where your team stands, and your training will meet them exactly where they need it most.

Step 4: Assess Budget and Resources

Before diving into tools, materials, or delivery methods, it’s crucial to define your boundaries. A realistic budget and an understanding of available resources will set the tone for everything that follows. This step isn’t about making choices yet—it’s about knowing what you have to work with.

Here’s what to clarify:

• Who’s involved? What time can trainers, managers, or team members dedicate to this process? Include prep time, sessions, and follow-up.
• What’s the budget? Establish a range for everything from trainer fees to potential tools or materials. Don’t decide what you’re buying yet—just know what you can spend.
• What’s already available? Take stock of any existing resources like old training guides, videos, or platforms. You might not know yet if they’re the right fit, but knowing they exist is helpful.
• What’s the timeline? Think beyond the training itself. Consider how much time employees can spend away from their roles without impacting performance or workflow.

A Practical Example

Imagine you’re planning to onboard a dozen new hires next quarter. Here’s what your initial resource assessment might look like:

• Trainers: Department leads are available for 3 hours each to deliver live workshops.
• Budget: $3,000 allocated for tools, printed guides, and external consultants if needed.
• Existing resources: A handful of pre-recorded videos and a guidebook from a previous onboarding cycle.
• Timeline: Training must be completed within two weeks without affecting key project deadlines.

This step gives you a clear snapshot of what’s feasible. It doesn’t commit you to specific methods or tools yet, but it lays the groundwork for making informed decisions in the next steps. By defining your limits now, you’ll avoid surprises and ensure your plan is both practical and achievable.

Step 5: Determine Training Methods & Tools

Let’s talk delivery. The type of training you choose makes all the difference between yawns and “aha!” moments. Engaging, practical methods that fit your team’s needs turn training into something employees actually value—not just endure.

Here are some tried-and-true training methods:

• Digital Adoption Platform (DAP): Ideal for software training, DAPs, such as VisualSP, provide in-app, step-by-step guidance tailored to employees’ roles and tasks. These platforms deliver real-time assistance without interrupting workflows, making them perfect for ongoing learning.
• Workshops: Perfect for hands-on learning and team collaboration, especially when employees need to apply skills immediately. Workshops work well for role-specific training or solving real-world problems as a group.
• eLearning Modules: Flexible, self-paced courses that employees can fit into their schedules. Great for foundational knowledge or compliance topics that require consistency across teams.
• Knowledge Base: A centralized hub of guides, FAQs, and videos employees can access whenever they need support. A knowledge base works especially well for reference material that doesn’t require live interaction.

The secret to success? Pairing the methods and tools from this sample training plan template with practical, digestible resources that employees can use right away. No one wants to slog through a 50-page manual that’s as exciting as watching paint dry. Instead, think short and actionable:

• Quick-reference guides that employees can glance at during tasks.
• Cheat sheets highlighting top features or shortcuts in your tools.
• Training videos that get to the point in under three minutes.

The key is finding the methods and tools for your team. When training content is simple, relevant, and easy to access, it sticks—and employees are more likely to put what they’ve learned into action.

Step 6: Outline a Training Schedule

A training schedule gives your team a clear path to follow. Without it, learning feels aimless, and progress stalls. The right timeline helps employees absorb knowledge at a steady pace—without the rush or the drag.

Here’s how you could structure it:

• Day 1-3: Onboarding covers company policies, key tools, and workflows. This is the foundation that sets employees up for success.
• Week 1: Department-specific training dives into the skills and processes that matter most to each role. For a sales team, this might mean CRM basics. For marketing, it could focus on analytics tools.
• Month 1: Employees start putting their knowledge into action. Role-specific training courses help them sharpen their expertise as they work.
• Months 2-3: Check-ins keep the momentum going. Regular feedback ensures employees are confident, improving, and staying on track.

Short-term wins, like completing onboarding tasks in the first week, create a sense of accomplishment. Long-term goals, like mastering advanced software features, keep the process meaningful.

A great schedule doesn’t just move things along—it builds confidence and keeps employees engaged. Give them space to learn, practice, and succeed, and the results will follow.

Step 7: Identify Roles and Responsibilities

Training is a team effort. When everyone knows their role, the process runs smoothly, and the results speak for themselves.

Here’s how responsibilities are typically divided:

• Trainers: Deliver the training content, answer questions, and ensure employees grasp the material.
• Managers: Reinforce training by encouraging employees to apply their knowledge on the job. They provide support and accountability.
• Employees: Actively engage with the training, ask questions, and put new skills into practice.

Take rolling out a new tool as an example:

• Trainers lead the initial sessions, walking employees through key features and workflows.
• Managers follow up, monitoring how their teams use the tool and offering guidance when needed.
• Employees practice, experiment, and incorporate the tool into their daily routines.

Clear roles ensure nothing falls through the cracks. Everyone contributes to making the training effective, practical, and transformative.

Step 8: Measure the Impact

How do you know if your training worked? Measurement is how you turn effort into results. Without it, you’re left guessing. Metrics provide a clear picture of success and show where improvements are needed.

Here’s how to measure effectively:

Before Training: Gather Baseline Data

Start with where your team is now. What’s their current performance level? Collect metrics that align with your training objectives. For example:

• If you’re training on a CRM, check login frequency, data accuracy, or feature usage.
• For customer service training, analyze call resolution times or customer satisfaction scores.

Baseline data is your benchmark for success. It gives you something concrete to compare against.

After Training: Compare Outcomes

Once the training is complete, assess the results. Look for measurable improvements tied to your goals:

• Are employees using new tools or processes effectively?
• Are tasks being completed faster or more accurately?
• Has team performance improved in specific areas?

For example, if the goal was to boost CRM adoption, you might find login rates have increased by 30%, and tasks are being completed with fewer errors.

Ongoing: Monitor Long-Term Performance

Training impact evolves over time. Keep tracking performance metrics to ensure progress is sustained. If improvements fade, it might be time for a refresher.

For instance, if post-training customer satisfaction scores rise but start dipping six months later, it’s a sign your team could benefit from additional support or updated materials.

Gather Feedback from Employees

Numbers tell one part of the story. Feedback from employees completes the picture:

• Did the training help them in their roles?
• Were the materials clear and actionable?
• Is there anything they still find confusing or challenging?

Feedback helps identify blind spots in your training. It ensures the experience stays relevant and effective for the people who rely on it most.

A Practical Example

Let’s say you want to reduce ticket resolution times for your customer service team:

1. Before Training: Baseline data shows an average resolution time of 15 minutes.
2. After Training: Post-training, resolution times drop to 10 minutes.
3. Ongoing: Quarterly reviews show the improvement holds steady, with employees requesting occasional updates to the troubleshooting guide.

Measuring impact is about building a cycle of continuous improvement. Metrics and feedback guide you toward smarter, more effective training every time. Results matter, and measurement ensures you’re always moving forward.

Step 9: Follow-Up and Continuous Improvement

Training requires follow-up to deliver lasting results. Without reinforcement, knowledge fades, and progress stalls. The key is ensuring that learning remains active and relevant over time.

Here are practical ways to sustain momentum:

• Schedule refreshers or advanced sessions: Periodic training keeps skills sharp and builds on foundational knowledge. Tools like VisualSP allow you to schedule tips and reminders over time, ensuring employees stay engaged with the material long after the initial session.
• Provide daily reinforcement tools: In-app tips or quick-access guides help employees apply their learning as they work, turning knowledge into action.
• Gather employee feedback: Ask for input on what worked, what felt unclear, and what additional support might help. Use this feedback to fine-tune your approach.

Training forms part of a larger employee development plan. Consistent follow-up builds skills, reinforces growth, and helps your team stay ready for future challenges.

How VisualSP Elevates Employee Training

Training can feel overwhelming, but VisualSP simplifies the process by delivering the right content to your team—exactly when and where they need it.

Here’s how VisualSP helps you build an employee training plan that works:

• Interactive walkthroughs: Step-by-step guidance embedded in the apps your team uses every day.

• In-app help tips: Quick, role-specific answers to common questions, available right where employees need them.

• Searchable knowledge base: Centralize all your training materials, so employees can easily find what they’re looking for.

• User behavior analytics: Identify knowledge gaps with insights like screen recordings and usage data, helping you target future training needs.

• Feedback collection: Gather employee input directly within your web applications to understand what works and what doesn’t, keeping training relevant and effective over time.

Imagine a new hire completing their onboarding process with VisualSP guiding them through each tool in real time. Or your marketing team mastering analytics software with just-in-time help tips. And while your team learns, you’re gaining valuable feedback and insights to refine your approach.

Ready to see it for yourself? Start free today. Your team deserves training that delivers results