{"id":41941,"date":"2021-01-07T13:54:24","date_gmt":"2021-01-07T18:54:24","guid":{"rendered":"https:\/\/venngage.com\/blog\/?p=41941"},"modified":"2026-06-30T04:50:06","modified_gmt":"2026-06-30T08:50:06","slug":"employee-training-and-development","status":"publish","type":"post","link":"https:\/\/venngage.com\/blog\/employee-training-and-development\/","title":{"rendered":"How to Design a Training Program in 7 Steps"},"content":{"rendered":"\n<figure class=\"wp-block-image size-full\"><img decoding=\"async\" loading=\"lazy\" width=\"1024\" height=\"576\" src=\"https:\/\/venngage-wordpress.s3.amazonaws.com\/uploads\/2026\/06\/blog-header.png\" alt=\"Blog header graphic with Venngage branding and the title \u201cHow to Design a Training Program in 7 Steps,\u201d shown beside overlapping employee training checklist templates on a blue background.\" class=\"wp-image-113340\" srcset=\"https:\/\/venngage-wordpress.s3.amazonaws.com\/uploads\/2026\/06\/blog-header.png 1024w, https:\/\/venngage-wordpress.s3.amazonaws.com\/uploads\/2026\/06\/blog-header-300x169.png 300w, https:\/\/venngage-wordpress.s3.amazonaws.com\/uploads\/2026\/06\/blog-header-768x432.png 768w, https:\/\/venngage-wordpress.s3.amazonaws.com\/uploads\/2026\/06\/blog-header-730x411.png 730w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<p>Training program design is easy to overcomplicate. Many teams know they need training, but they struggle to turn that need into a program that actually improves performance. This guide walks you through a practical process for designing <a href=\"https:\/\/venngage.com\/templates\/plans\/training\" target=\"_blank\" rel=\"noreferrer noopener\">employee training<\/a> step by step, from identifying skill gaps and setting learning objectives to choosing delivery methods, building the program, and evaluating results. If you want a repeatable framework instead of vague advice, you&#8217;re in the right place.<\/p>\n\n\n\n<center><a href=\"https:\/\/infograph.venngage.com\/register?category=plans&#038;subcategory=business\" target=\"_blank\" rel=\"noopener nofollow\"><button class=\"btn-cta\"><b>START CREATING FOR FREE<\/b><\/button><\/a><\/center>&nbsp;\n\n\n\n<h2 class=\"wp-block-heading\" id=\"definition\"><strong>What is training program design?<\/strong><\/h2>\n\n\n\n<p>Training program design is the process of planning, structuring, delivering, and evaluating <a href=\"https:\/\/venngage.com\/blog\/employee-training\/\" target=\"_blank\" rel=\"noreferrer noopener\">employee training<\/a> so it helps to improve job performance. The work happens in the planning stage, where you decide what success looks like and how you will measure it.<\/p>\n\n\n\n<p>This guide focuses on workplace training program design, not fitness or workout program design, since the two get mixed together in search results.<\/p>\n\n\n\n<p>Training and development are related but not the same thing. Employee training builds job-specific skills tied to a current role, while <a href=\"https:\/\/venngage.com\/blog\/employee-development-plan\/\" target=\"_blank\" rel=\"noreferrer noopener\">employee development<\/a> builds broader, transferable skills like leadership and communication that apply across roles. This guide focuses on the design process behind both, with most <a href=\"https:\/\/venngage.com\/blog\/employee-development-plan-examples\/\" target=\"_blank\" rel=\"noreferrer noopener\">examples<\/a> drawn from common training practices.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"importance\"><strong>Why training program design matters<\/strong><\/h2>\n\n\n\n<p>Good training design aligns learning with <a href=\"https:\/\/venngage.com\/features\/create-business-plan\" target=\"_blank\" rel=\"noreferrer noopener\">business goals<\/a>. When a program starts with a clear performance problem and works backward to the right content and format, it tends to stick. When it starts with content and works forward, it often misses the mark.<\/p>\n\n\n\n<p>Poor design often shows up as wasted training time, low adoption after launch, and budgets nobody can defend with a measurable result. As the US Office of Personnel Management notes in its <a href=\"https:\/\/www.opm.gov\/policy-data-oversight\/training-and-development\/planning-evaluating\/\" target=\"_blank\" rel=\"noreferrer noopener nofollow\">training guidance<\/a>, training is rarely the only fix for a performance problem. Some gaps need clearer expectations or better processes instead.<\/p>\n\n\n\n<p>The workplace context has also shifted: teams are more distributed, skills change faster, and managers play a bigger role in reinforcing what employees learn. LinkedIn&#8217;s <a href=\"https:\/\/business.linkedin.com\/learn\/resources\/workplace-learning-report\" target=\"_blank\" rel=\"noreferrer noopener nofollow\">2025 Workplace Learning Report<\/a> found that only 36% of organizations have a mature career development program in place. At the same time, nearly half of training professionals say their executives are worried employees lack the skills to execute the business strategy. That gap is why training program design works best as a repeatable process rather than a one-time execution.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"strategy\"><strong>How to design a training program in 7 steps<\/strong><\/h2>\n\n\n\n<p>The seven steps below cover the full lifecycle of a training program, from identifying the need through measuring whether it worked. Each step builds on the one before it.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>1. Identify the training need<\/strong><\/h3>\n\n\n\n<p>Start by figuring out whether you actually have a training problem. A training problem exists when employees lack the knowledge or skill to do something correctly. A non-training problem looks similar on the surface but has a different cause, such as unclear expectations, a broken process, missing tools, or low motivation. Training will not solve any of those, no matter how well it is designed.<\/p>\n\n\n\n<p>Run a gap analysis to confirm which one you&#8217;re dealing with. Compare current performance against the performance you need, using sources like manager input, performance data, and direct conversations with the people doing the work. If the gap is clearly about missing skills or knowledge, you have a training need. If it isn&#8217;t, look at process, resourcing, or management fixes instead.<\/p>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter is-resized\"><a href=\"https:\/\/venngage.com\/templates\/infographics\/nonprofit-fundraising-timeline-e770b893-cba5-4c1d-ac40-51bb3f62532d\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" src=\"https:\/\/venngage-wordpress.s3.amazonaws.com\/uploads\/2021\/01\/stages-of-training-process.png\" alt=\"Employee training and development stages of successful training process\" class=\"wp-image-41949\" width=\"700\"\/><\/a><\/figure><\/div>\n\n\n<center><a href=\"https:\/\/venngage.com\/templates\/infographics\/nonprofit-fundraising-timeline-e770b893-cba5-4c1d-ac40-51bb3f62532d\" target=\"_blank\" rel=\"noopener\"><button class=\"btn-cta\"><b>EDIT THIS INFOGRAPHIC TEMPLATE<\/b><\/button><\/a><\/center>&nbsp;\n\n\n\n<h3 class=\"wp-block-heading\" id=\"plan\"><strong>2. Define your audience and goals<\/strong><\/h3>\n\n\n\n<p>Once you&#8217;ve confirmed a training need, get clear on who the training is actually for. A learner&#8217;s role and experience level determine how much background explanation the program needs to include. Their location and work setup, whether in-person, remote, or hybrid, shape which delivery methods are realistic. Constraints like shift schedules or language needs also determine how the program should be structured.<\/p>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter is-resized\"><a href=\"https:\/\/venngage.com\/templates\/mind-maps\/quad-company-goal-setting-mind-map-db92b7a8-faf0-4ab7-9359-b461503ed494\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" src=\"https:\/\/venngage-wordpress.s3.amazonaws.com\/uploads\/2021\/01\/company-goalsetting.png\" alt=\"employee training and development company goal setting mindmap\" class=\"wp-image-41970\" width=\"700\"\/><\/a><\/figure><\/div>\n\n\n<center><a href=\"https:\/\/venngage.com\/templates\/mind-maps\/quad-company-goal-setting-mind-map-db92b7a8-faf0-4ab7-9359-b461503ed494\" target=\"_blank\" rel=\"noopener\"><button class=\"btn-cta\"><b>EDIT THIS MIND MAP TEMPLATE<\/b><\/button><\/a><\/center>&nbsp;\n\n\n\n<p>At the same time, define what success looks like from a business perspective. Are you trying to reduce errors, speed up onboarding, support a new system rollout, or close a known skills gap? Write this down before you choose any content or format, since it will shape every decision after this point.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>3. Set clear learning objectives<\/strong><\/h3>\n\n\n\n<p>Translate your business goal into specific learning objectives using the SMART framework: specific, measurable, achievable, relevant, and time-bound. <\/p>\n\n\n\n<p>A vague objective like \u201cunderstand customer service better\u201d is hard to design around and impossible to evaluate later. A SMART version, like \u201crespond to customer escalations within two minutes using the approved script by the end of week two,\u201d gives you something concrete to build content around and something specific to measure during evaluation.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"method\"><strong>4. Choose the right training methods<\/strong><\/h3>\n\n\n\n<p>With clear objectives in place, match them to a delivery method. Later in this guide, the &#8220;Common Training Methods to Consider&#8221; section breaks down when each method fits best. In short, the right method depends on your objective, your audience, the scale of the rollout, and the resources you have available. Most programs end up blending two or three methods rather than relying on just one.<\/p>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter\"><a href=\"https:\/\/venngage.com\/templates\/infographics\/e-learning-course-curriculum-development-process-infographic-7f5b2219-7820-4221-9621-587cefc983fe\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" loading=\"lazy\" width=\"1632\" height=\"1056\" src=\"https:\/\/venngage-wordpress.s3.amazonaws.com\/uploads\/2021\/01\/elearning-curriculum.png\" alt=\"employee training and development course curriculum development\" class=\"wp-image-41971\"\/><\/a><\/figure><\/div>\n\n\n<center><a href=\"https:\/\/venngage.com\/templates\/infographics\/e-learning-course-curriculum-development-process-infographic-7f5b2219-7820-4221-9621-587cefc983fe\" target=\"_blank\" rel=\"noopener\"><button class=\"btn-cta\"><b>EDIT THIS INFOGRAPHIC TEMPLATE<\/b><\/button><\/a><\/center>&nbsp;\n\n\n\n<h3 class=\"wp-block-heading\"><strong>5. Build the training structure and materials<\/strong><\/h3>\n\n\n\n<p>Once you know the method, sequence the content with a clear order. Start with the foundational concepts learners need before anything else will make sense, then build toward application. Add practice opportunities and realistic scenarios throughout, since learners retain skills better when they apply them during the training, not only afterward.<\/p>\n\n\n\n<p>Build <a href=\"https:\/\/venngage.com\/blog\/job-aid\/\" target=\"_blank\" rel=\"noreferrer noopener\">job aids<\/a> alongside the core training. A job aid is a short reference document, like a checklist or quick-reference card, that employees can refer to later when they&#8217;re applying what they learned on the job. Job aids are especially useful for steps that are easy to forget but rarely need to be memorized in full.<\/p>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter is-resized\"><a href=\"https:\/\/venngage.com\/templates\/infographics\/high-performance-model-cycle-infographic-f6c3c302-a1f8-4953-9d61-58333a2f57ce\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" src=\"https:\/\/venngage-wordpress.s3.amazonaws.com\/uploads\/2021\/01\/performance-model.png\" alt=\"Employee training and development high performance model\" class=\"wp-image-41948\" width=\"500\"\/><\/a><\/figure><\/div>\n\n\n<center><a href=\"https:\/\/venngage.com\/templates\/infographics\/high-performance-model-cycle-infographic-f6c3c302-a1f8-4953-9d61-58333a2f57ce\" target=\"_blank\" rel=\"noopener\"><button class=\"btn-cta\"><b>EDIT THIS INFOGRAPHIC TEMPLATE<\/b><\/button><\/a><\/center>&nbsp;\n\n\n\n<h3 class=\"wp-block-heading\"><strong>6. Deliver and implement the program<\/strong><\/h3>\n\n\n\n<p>Delivery is where good design can still fall apart if the details aren&#8217;t handled. <a href=\"https:\/\/venngage.com\/blog\/communicate-strategy\/\" target=\"_blank\" rel=\"noreferrer noopener\">Communicate<\/a> the training clearly: what it covers, why it matters, and what&#8217;s expected of participants. Get manager buy-in early, since employees are far more likely to apply training when their manager reinforces it afterward.<\/p>\n\n\n\n<p>Schedule the program around realistic workloads rather than squeezing it into whatever time is left over. Build in accessibility from the start, including captions for video content, alt text for visuals, and materials that work with screen readers, so the training works for the whole audience, not just part of it. <\/p>\n\n\n\n<p>If you&#8217;re delivering through an LMS or another workflow tool, confirm the technical setup works before launch day, not during it.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"evaluate\"><strong>7. Evaluate results and improve the program<\/strong><\/h3>\n\n\n\n<p>Evaluation should be planned from the start, not added afterward. The Kirkpatrick model offers a useful structure: <\/p>\n\n\n\n<ul>\n<li>Reaction (did learners find it useful) <\/li>\n\n\n\n<li>Learning (did they gain the intended knowledge or skill)<\/li>\n\n\n\n<li>Behavior (are they applying it on the job)<\/li>\n\n\n\n<li>Results (did it move the business metric you set out to affect).<\/li>\n<\/ul>\n\n\n\n<p>The most common mistake at this stage is stopping at completion rates and satisfaction surveys. Those numbers tell you whether people sat through the training, not whether it changed anything. Track behavior change and business outcomes wherever you can, even if that means waiting a few weeks after the program ends to check in. Use a <a href=\"https:\/\/venngage.com\/blog\/training-checklist\/\" target=\"_blank\" rel=\"noreferrer noopener\">training checklist<\/a> to document what changed and feed those findings into the next round of training design.<\/p>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter is-resized\"><a href=\"https:\/\/venngage.com\/templates\/infographics\/net-promoter-score-infographic-0a5be9d6-a4c5-4e59-999d-54fa19ccf08a\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" src=\"https:\/\/venngage-wordpress.s3.amazonaws.com\/uploads\/2021\/01\/evaluating-trainings.png\" alt=\"employee training and development evaluation factors\" class=\"wp-image-41946\" width=\"700\"\/><\/a><\/figure><\/div>\n\n\n<center><a href=\"https:\/\/venngage.com\/templates\/infographics\/net-promoter-score-infographic-0a5be9d6-a4c5-4e59-999d-54fa19ccf08a\" target=\"_blank\" rel=\"noopener\"><button class=\"btn-cta\"><b>EDIT THIS EMPLOYEE EVALUATION TEMPLATE<\/b><\/button><\/a><\/center>&nbsp;\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter is-resized\"><a href=\"https:\/\/venngage.com\/templates\/checklist\/leadership-skills-inventory-and-self-assessment-checklist-3b517466-400c-432a-af1f-f1188c2108a3\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" src=\"https:\/\/venngage-wordpress.s3.amazonaws.com\/uploads\/2021\/01\/skills-assessment.png\" alt=\"Employee training and development leadership skills inventory\" class=\"wp-image-41947\" width=\"700\"\/><\/a><\/figure><\/div>\n\n\n<center><a href=\"https:\/\/venngage.com\/templates\/infographics\/net-promoter-score-infographic-0a5be9d6-a4c5-4e59-999d-54fa19ccf08a\" target=\"_blank\" rel=\"noopener\"><button class=\"btn-cta\"><b>EDIT THIS CHECKLIST TEMPLATE<\/b><\/button><\/a><\/center>&nbsp;\n\n\n\n<h2 class=\"wp-block-heading\" id=\"benefit\"><strong>What makes a good training program<\/strong><\/h2>\n\n\n\n<p>Strip away the details and a good training program comes down to five elements: <\/p>\n\n\n\n<ol>\n<li>Real needs analysis<\/li>\n\n\n\n<li>Clear objectives<\/li>\n\n\n\n<li>Content that&#8217;s relevant to the audience<\/li>\n\n\n\n<li>A delivery method that fits the situation<\/li>\n\n\n\n<li>A plan for evaluation and follow-up. <\/li>\n<\/ol>\n\n\n\n<p>Programs that are missing any one of these tend to underperform, even if the content itself is well produced. The seven steps above walk through how to build each of these elements in practice.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Common training methods to conside<\/strong><\/h2>\n\n\n\n<p>Once your objectives are set, the method should follow from what the learner needs to do, not from what&#8217;s easiest to produce. Here&#8217;s when each common method tends to work best.<\/p>\n\n\n\n<ul>\n<li><strong>Instructor-led training <\/strong>is strongest when the content is complex, when learners benefit from asking questions in real time, or when the topic involves judgment calls that are hard to capture in static content.<\/li>\n\n\n\n<li><strong>eLearning<\/strong> works well for standardized content that needs to reach a large or distributed audience consistently, especially when learners can move through it at their own pace.<\/li>\n\n\n\n<li><strong>On-the-job training <\/strong>fits skills that are best learned in context, where a new hire or employee practices the actual task with support nearby.<\/li>\n\n\n\n<li><strong>Coaching and mentoring<\/strong> are best when the skill is judgment-based and benefits from ongoing, one-on-one feedback rather than a single session.<\/li>\n\n\n\n<li><strong>Blended learning<\/strong> combines formats, often pairing eLearning for foundational knowledge with instructor-led or on-the-job components for application.<\/li>\n\n\n\n<li><strong>Microlearning<\/strong> suits narrow, frequently needed skills that can be covered in a few focused minutes, especially as a refresher rather than a first introduction to a topic.<\/li>\n<\/ul>\n\n\n\n<p>In practice, most training programs end up combining two or more of these methods. The right mix depends on your objective, your audience, the scale of the rollout, and the resources you have to build and maintain the program.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"visuals\"><strong>How to build better training materials with visuals<\/strong><\/h2>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Why visuals improve training communication<\/strong><\/h3>\n\n\n\n<p>Visuals make training easier to follow. They improve clarity, help learners remember what they&#8217;ve learned, speed up comprehension, and give employees something to reference back to on the job. But visuals work best as a finishing touch, not a starting point. They build on a program that&#8217;s already well planned, using the steps covered earlier in this guide.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Where visuals help most in a training program<\/strong><\/h3>\n\n\n\n<p>Some materials in almost every training program become significantly clearer when they&#8217;re visual rather than text-only, including strategy documents, training plans, employee handbooks, <a href=\"https:\/\/venngage.com\/blog\/onboarding-process\/\" target=\"_blank\" rel=\"noreferrer noopener\">onboarding process<\/a> documents, presentation decks, handouts and worksheets, learning certificates, job aids, and <a href=\"https:\/\/venngage.com\/blog\/organizational-chart-examples\/\" target=\"_blank\" rel=\"noreferrer noopener\">organizational charts<\/a>.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>How to choose visuals for training materials<\/strong><\/h3>\n\n\n\n<p>Before building a visual, run through a short checklist: Is the concept complex enough that a diagram would make it easier to follow? Does the learner need to remember a specific sequence of steps? Will they need to reference this material later, on the job, rather than just once during the training itself?<\/p>\n\n\n\n<p>If the answer to any of those is yes, a visual is probably worth the time. If the content is simple and won&#8217;t be referenced again, plain text may be enough.<\/p>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter is-resized\"><a href=\"https:\/\/venngage.com\/templates\/diagrams\/financial-disciplinary-process-flowchart-76aa2c17-7e53-479a-8f64-735ab1bc5be3\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" src=\"https:\/\/venngage-wordpress.s3.amazonaws.com\/uploads\/2021\/01\/disciplinary-process-flowchart.png\" alt=\"employee training and development disciplinary process flowchart\" class=\"wp-image-41951\" width=\"700\"\/><\/a><\/figure><\/div>\n\n\n<center><a href=\"https:\/\/venngage.com\/templates\/diagrams\/financial-disciplinary-process-flowchart-76aa2c17-7e53-479a-8f64-735ab1bc5be3\" target=\"_blank\" rel=\"noopener\"><button class=\"btn-cta\"><b>EDIT THIS CHART TEMPLATE<\/b><\/button><\/a><\/center>&nbsp;\n\n\n\n<h2 class=\"wp-block-heading\" id=\"infographics\"><strong>Examples of visual training materials you can create<\/strong><\/h2>\n\n\n\n<p>Once your training program is designed, the materials below are practical assets you can build to support delivery, communication, and follow-up.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>1. Reports for executives and your learning and development team<\/strong><\/h3>\n\n\n\n<p>Focus on key data points and takeaways: employee survey results, needs analysis findings, costs and benefits of current programs, or training outcomes. Tie your recommendations to what your audience actually cares about, and keep the format easy to forward to other stakeholders. This works best when you need to summarize program performance for people who weren&#8217;t involved in the day-to-day design work.<\/p>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter is-resized\"><a href=\"https:\/\/venngage.com\/templates\/reports\/employee-q-and-a-372f9612-f1d9-4ac5-8222-ddd82f56a63a\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" src=\"https:\/\/venngage-wordpress.s3.amazonaws.com\/uploads\/2021\/01\/employee-engagement.png\" alt=\"employee training and development employee engagement\" class=\"wp-image-41953\" width=\"500\"\/><\/a><\/figure><\/div>\n\n\n<center><a href=\"https:\/\/venngage.com\/templates\/reports\/employee-q-and-a-372f9612-f1d9-4ac5-8222-ddd82f56a63a\" target=\"_blank\" rel=\"noopener\"><button class=\"btn-cta\"><b>EDIT THIS REPORT TEMPLATE<\/b><\/button><\/a><\/center>&nbsp;\n\n\n\n<h3 class=\"wp-block-heading\"><strong>2. Individualized learning roadmaps to motivate employees<\/strong><\/h3>\n\n\n\n<p>Map out learning paths or individual goals in a way that shows both progress made and what&#8217;s still ahead. Reference any badges or certifications with simple visual icons. Best used for ongoing development plans rather than one-time training events.<\/p>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter is-resized\"><a href=\"https:\/\/venngage.com\/templates\/human-resources\/dark-career-roadmap-6577b6df-dcca-4fd4-b6d1-890e00f14e0e\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" src=\"https:\/\/venngage-wordpress.s3.amazonaws.com\/uploads\/2021\/01\/learning-roadmap.png\" alt=\"employee training and development learning roadmap\" class=\"wp-image-41954\" width=\"700\"\/><\/a><\/figure><\/div>\n\n\n<center><a href=\"https:\/\/venngage.com\/templates\/human-resources\/dark-career-roadmap-6577b6df-dcca-4fd4-b6d1-890e00f14e0e\" target=\"_blank\" rel=\"noopener\"><button class=\"btn-cta\"><b>EDIT THIS CAREER ROADMAP TEMPLATE<\/b><\/button><\/a><\/center>&nbsp;\n\n\n\n<p><strong>Related<\/strong>:&nbsp;<a href=\"https:\/\/venngage.com\/blog\/individual-development-plan\/\" target=\"_blank\" rel=\"noopener\">Individual Development Plans: 14 IDP Templates &amp; Examples that Motivate<\/a><\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>3. Infographics for job aids<\/strong><\/h3>\n\n\n\n<p>If the content needs frequent updates, such as an organizational chart, keep it digital so it&#8217;s easy to revise and share. If it supports a specific task employees perform in one location, like a manual procedure, formatting it for print near that workstation often works better. This format works best for content employees need to reference repeatedly on the job, like process steps or escalation paths.<\/p>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter is-resized\"><a href=\"https:\/\/venngage.com\/templates\/diagrams\/corporate-hospital-organizational-chart-7983f3e0-d029-438c-918c-2d0983efbc4e\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" src=\"https:\/\/venngage-wordpress.s3.amazonaws.com\/uploads\/2021\/01\/organizational-chart.png\" alt=\"employee training and development organizational chart\" class=\"wp-image-41955\" width=\"700\"\/><\/a><\/figure><\/div>\n\n\n<center><a href=\"https:\/\/venngage.com\/templates\/diagrams\/corporate-hospital-organizational-chart-7983f3e0-d029-438c-918c-2d0983efbc4e\" target=\"_blank\" rel=\"noopener\"><button class=\"btn-cta\"><b>EDIT THIS ORGANIZATIONAL CHART TEMPLATE<\/b><\/button><\/a><\/center>&nbsp;\n\n\n\n<p><strong>Related:<\/strong> <a href=\"https:\/\/venngage.com\/blog\/job-aid\/\" target=\"_blank\" rel=\"noopener\">How to Easily Create Job Aids That Improve Employee Performance<\/a><\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>4. Reports on performance outcomes for managers<\/strong><\/h3>\n\n\n\n<p>Combined, team-level performance data can help make the case to managers that they should invest in or encourage participation in a program. Use visual ranking or color emphasis to highlight the biggest opportunities. This works best when you&#8217;re trying to get managers on board with a program that&#8217;s already running.<\/p>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter is-resized\"><a href=\"https:\/\/venngage.com\/templates\/mind-maps\/simple-performance-review-mind-map-63e5a91c-6bcd-49df-8ba5-7210615b6d40\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" loading=\"lazy\" src=\"https:\/\/venngage-wordpress.s3.amazonaws.com\/uploads\/2021\/01\/team-performance-report.png\" alt=\"employee training and development team performance report\" class=\"wp-image-41956\" width=\"700\" height=\"452\"\/><\/a><\/figure><\/div>\n\n\n<center><a href=\"https:\/\/venngage.com\/templates\/mind-maps\/simple-performance-review-mind-map-63e5a91c-6bcd-49df-8ba5-7210615b6d40\" target=\"_blank\" rel=\"noopener\"><button class=\"btn-cta\"><b>EDIT THIS REPORT TEMPLATE<\/b><\/button><\/a><\/center>&nbsp;\n\n\n\n<h3 class=\"wp-block-heading\"><strong>5. Infographics that explain return on investment for leadership<\/strong><\/h3>\n\n\n\n<p>When presenting to leadership, less is usually more. Try to make your point with one or two charts, using a simple color palette, clear data labels, and a title that states the insight directly. Best used for budget conversations, where leaders need to retain one clear takeaway.<\/p>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter is-resized\"><a href=\"https:\/\/venngage.com\/templates\/charts\/net-gain-and-losses-bar-chart-3e440792-e66c-406a-abf9-0b2999fa3b92\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" src=\"https:\/\/venngage-wordpress.s3.amazonaws.com\/uploads\/2021\/01\/gain-and-losses.png\" alt=\"employee training and development net gain and losses\" class=\"wp-image-41957\" width=\"500\"\/><\/a><\/figure><\/div>\n\n\n<center><a href=\"https:\/\/venngage.com\/templates\/charts\/net-gain-and-losses-bar-chart-3e440792-e66c-406a-abf9-0b2999fa3b92\" target=\"_blank\" rel=\"noopener\"><button class=\"btn-cta\"><b>EDIT THIS CHART TEMPLATE<\/b><\/button><\/a><\/center>&nbsp;\n\n\n\n<p><strong>Related:<\/strong> <a href=\"https:\/\/venngage.com\/blog\/elearning-infographics\/\" target=\"_blank\" rel=\"noopener\">7 Ways to Use eLearning Infographics (Tips + Templates)<\/a><\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>6. Training materials like presentation decks, handouts, and manuals<\/strong><\/h3>\n\n\n\n<p>This is where the program reaches learners directly, so it&#8217;s worth investing in clear visuals here. Outline the content with a clear beginning, middle, and end. Aim for around 10 slides over roughly 20 minutes, which forces clarity about what matters most. Keep slide text light, no more than about five lines per slide, and let visuals like diagrams, timelines, and photos carry the message. This format is best used for the core delivery materials in steps 5 and 6 of the framework above.<\/p>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter is-resized\"><a href=\"https:\/\/venngage.com\/templates\/presentations\/employment-engagement-presentation-07a8ca7e-5a8e-45d3-b401-592c2c246438\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" src=\"https:\/\/venngage-wordpress.s3.amazonaws.com\/uploads\/2021\/01\/Employee-Training-and-Development-Employee-Engagement-Presentation.png\" alt=\"Employee Training and Development Employee Engagement Presentation\" class=\"wp-image-44401\" width=\"500\"\/><\/a><\/figure><\/div>\n\n\n<center><a href=\"https:\/\/venngage.com\/templates\/presentations\/employment-engagement-presentation-07a8ca7e-5a8e-45d3-b401-592c2c246438\" target=\"_blank\" rel=\"noopener\"><button class=\"btn-cta\"><b>EDIT THIS PRESENTATION TEMPLATE<\/b><\/button><\/a><\/center>&nbsp;\n\n\n\n<p><strong>Related:<\/strong> <a href=\"https:\/\/venngage.com\/blog\/storyline\/\" target=\"_blank\" rel=\"noopener\">Storyline: A Starter Guide to Creating Engaging Visual Training Courses<\/a><\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>7. Graphics for microlearning<\/strong><\/h3>\n\n\n\n<p>For <a href=\"https:\/\/venngage.com\/blog\/microlearning\/\" target=\"_blank\" rel=\"noreferrer noopener\">microlearning<\/a> to work, content needs to be easy to access and focused on one or two objectives at most. Decide on the handful of takeaways you want to land in a 3 to 10-minute session and skip background information that isn&#8217;t essential. Use photos, diagrams, and illustrations that convey the subject matter clearly, and design with mobile in mind. Best used as refreshers for skills employees have already learned once.<\/p>\n\n\n\n<p>Here are a couple <a href=\"https:\/\/venngage.com\/blog\/one-pager\/\" target=\"_blank\" rel=\"noopener\">one pager<\/a> examples:<\/p>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter is-resized\"><a href=\"https:\/\/venngage.com\/templates\/mind-maps\/purple-leadership-qualities-mind-map-09455da4-0c22-4456-9559-475efdaa51cc\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" src=\"https:\/\/venngage-wordpress.s3.amazonaws.com\/uploads\/2021\/01\/qualities-of-leader.png\" alt=\"employee training and development leader qualities\" class=\"wp-image-41960\" width=\"700\"\/><\/a><\/figure><\/div>\n\n\n<center><a href=\"https:\/\/venngage.com\/templates\/mind-maps\/purple-leadership-qualities-mind-map-09455da4-0c22-4456-9559-475efdaa51cc\" target=\"_blank\" rel=\"noopener\"><button class=\"btn-cta\"><b>EDIT THIS MIND MAP TEMPLATE<\/b><\/button><\/a><\/center>&nbsp;\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter is-resized\"><a href=\"https:\/\/venngage.com\/templates\/infographics\/retailer-company-history-timeline-infographic-c1209347-ffee-48e1-98c3-69ab68afcfff\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" src=\"https:\/\/venngage-wordpress.s3.amazonaws.com\/uploads\/2021\/01\/company-history.png\" alt=\"employee training and development company history home depot\" class=\"wp-image-41961\" width=\"700\"\/><\/a><\/figure><\/div>\n\n\n<center><a href=\"https:\/\/venngage.com\/templates\/infographics\/retailer-company-history-timeline-infographic-c1209347-ffee-48e1-98c3-69ab68afcfff\" target=\"_blank\" rel=\"noopener\"><button class=\"btn-cta\"><b>EDIT THIS INFOGRAPHIC TEMPLATE<\/b><\/button><\/a><\/center>&nbsp;\n\n\n\n<h2 class=\"wp-block-heading\"><strong>What is the ADDIE model in training?<\/strong><\/h2>\n\n\n\n<p>ADDIE is one of the most widely used instructional design models, and it maps closely onto the 7-step process covered above. It stands for Analysis, Design, Development, Implementation, and Evaluation.<\/p>\n\n\n\n<ul>\n<li><strong>Analysis: <\/strong>Identify the training need and understand the audience.<\/li>\n\n\n\n<li><strong>Design: <\/strong>Set learning objectives and decide on the overall approach.<\/li>\n\n\n\n<li><strong>Development:<\/strong> Build the actual training content and materials.<\/li>\n\n\n\n<li><strong>Implementation:<\/strong> Deliver the training to learners.<\/li>\n\n\n\n<li><strong>Evaluation: <\/strong>Measure whether the training worked and use those findings to improve it.<\/li>\n<\/ul>\n\n\n\n<p>You don&#8217;t need to choose between ADDIE and the 7-step process in this guide. They describe the same underlying work from slightly different angles, and many L&amp;D teams use the language interchangeably depending on their organization&#8217;s background.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>FAQ about training program design<\/strong><\/h2>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>What is the first step in designing a training program?<\/strong><\/h3>\n\n\n\n<p>The first step is identifying the training need through a <strong>gap analysis<\/strong>. This means comparing current performance against the performance you actually need and confirming that the gap is caused by missing skills or knowledge rather than a process, resourcing, or motivation issue that training alone won&#8217;t fix.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>How do you structure a training program?<\/strong><\/h3>\n\n\n\n<p>A well-structured training program moves through seven stages: identifying the training need, defining the audience and goals, setting learning objectives, choosing the right delivery methods, building the training structure and materials, delivering the program, and evaluating the results. Each stage feeds into the next, so skipping ahead to content or delivery before the earlier stages are clear tends to produce a weaker program.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>What are the three common phases of training program design?<\/strong><\/h3>\n\n\n\n<p>Most training program design work falls into three broader phases: planning, where you identify the need, audience, and objectives; building, where you choose methods and create the structure and materials; and execution, where you deliver the program and evaluate the results. The seven-step framework above breaks these three phases into more specific, actionable stages.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>What are the 4 types of training programs?<\/strong><\/h3>\n\n\n\n<p>Most organizations rely on four broad types of training: onboarding or orientation training for new hires, skills-based training for job-specific abilities, compliance training for legal or policy requirements, and leadership or development training for broader career growth. A single training strategy often includes more than one of these types running at the same time.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>What is training design in L&amp;D?<\/strong><\/h3>\n\n\n\n<p>In learning and development, training design refers to the process of planning, structuring, delivering, and evaluating a training program so it produces a measurable improvement in job performance. It covers everything from the initial needs analysis through the final evaluation, not just the content creation step in the middle.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>What is the difference between L&amp;D and T&amp;D?<\/strong><\/h3>\n\n\n\n<p>Learning and development, or L&amp;D, is the broader organizational function responsible for employee growth, including training, career development, and skills strategy. <a href=\"https:\/\/venngage.com\/blog\/learning-and-development\/\" target=\"_blank\" rel=\"noreferrer noopener\">Training and development<\/a>, or T&amp;D, often refers to the specific programs themselves. In practice, many organizations use the two terms interchangeably, so it&#8217;s worth confirming how a particular company defines each term.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Final thoughts<\/strong><\/h2>\n\n\n\n<p>Most training programs fail for the same reason: the team started building materials before confirming the actual performance problem the program needed to solve. The content might be refined, but it was never aimed at a clear target.<\/p>\n\n\n\n<p>A stronger approach starts with the need, defines what success looks like for the specific audience, picks a delivery method that fits the constraints, and builds in a way to measure whether anything actually changed. Getting this right comes down to making better decisions earlier in the process, not piling on more content.<\/p>\n\n\n\n<p><a href=\"https:\/\/venngage.com\/blog\/visual-communication\/\" target=\"_blank\" rel=\"noreferrer noopener\">Visuals<\/a> help communicate and reinforce a training program once it&#8217;s designed well, but they work best in support of a program that already has a clear need, clear objectives, and a plan for evaluation behind it. If you&#8217;re ready to put this into practice, Venngage&#8217;s <a href=\"https:\/\/venngage.com\/blog\/training-manual-template\/\" target=\"_blank\" rel=\"noreferrer noopener\">training plan<\/a> and training material templates can help you map your plan, build job aids, and present training outcomes to stakeholders.<\/p>\n\n\n\n<center><a href=\"https:\/\/infograph.venngage.com\/register\" target=\"_blank\" rel=\"noopener nofollow\"><br>\n<button class=\"btn-cta\" data-darkreader-inline-color=\"\" data-darkreader-inline-boxshadow=\"\" data-darkreader-inline-bgimage=\"\" data-darkreader-inline-bgcolor=\"\"><b>CREATE A FREE ACCOUNT<\/b><\/button><\/a><\/center>\n\n\n\n<script type=\"application\/ld+json\">{\n  \"@context\": \"http:\/\/schema.org\",\n  \"@type\": \"VideoObject\",\n  \"name\": \"How to Make an Infographic in 5 Steps [INFOGRAPHIC DESIGN GUIDE + EXAMPLES]\",\n  \"description\": \"Learn how to make an infographic in 5 easy steps with this episode of Infographics 101. 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This guide walks you through a practical process for designing employee training step by step, from identifying skill gaps and setting learning objectives to choosing delivery methods, building [&hellip;]<\/p>\n","protected":false},"author":98,"featured_media":41942,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"om_disable_all_campaigns":false},"categories":[189],"tags":[276],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v17.3 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<meta name=\"description\" content=\"Learn how to design an effective training program in 7 steps, from setting objectives to choosing methods and measuring results\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/venngage.com\/blog\/employee-training-and-development\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Training Program Design: 7 Steps (What Works)\" \/>\n<meta property=\"og:description\" content=\"Learn how to design an effective training program in 7 steps, from setting objectives to choosing methods and measuring results\" \/>\n<meta property=\"og:url\" content=\"https:\/\/venngage.com\/blog\/employee-training-and-development\/\" \/>\n<meta property=\"og:site_name\" content=\"Venngage Blog\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/Venngage\" \/>\n<meta property=\"article:published_time\" content=\"2021-01-07T18:54:24+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2026-06-30T08:50:06+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/venngage-wordpress.s3.amazonaws.com\/uploads\/2021\/01\/Training_and_Development_Blog_Header_v2.png\" \/>\n\t<meta property=\"og:image:width\" content=\"1024\" \/>\n\t<meta property=\"og:image:height\" content=\"576\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@venngage\" \/>\n<meta name=\"twitter:site\" content=\"@venngage\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Lydia Hooper\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"18 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"WebSite\",\"@id\":\"https:\/\/venngage.com\/blog\/#website\",\"url\":\"https:\/\/venngage.com\/blog\/\",\"name\":\"Venngage Blog\",\"description\":\"AI Design, Infographics &amp; 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