A training plan is a tool that organizes all the learning actions a company offers its team. The program sets priorities, defines who will be trained, on which topics, and for what purpose.

This workplace training is key to improving performance, boosting talent retention, and staying competitive in a changing environment. When well designed, it enhances both day-to-day productivity and the organization’s internal culture.

And in the next lines you’ll find the steps to create an effective training plan…

Training plan: What it is, objectives, examples, and how to create one

What is a training plan?

It’s a strategic tool that organizes, schedules, and evaluates learning actions to improve a team’s knowledge, skills, and competencies. In this way, employees receive the learning needed to respond efficiently to the challenges of the work environment.

Beyond defining which courses or workshops will be delivered, the plan sets a clear direction for talent development. At the same time, it ensures that training isn’t an isolated activity, but part of a continuous strategy of growth and improvement.

Objectives of the training plan

The objectives of a corporate training plan are usually tied to the company’s mission, vision, and values. Generally, they help prioritize resources, choose content more effectively, and assess whether the investment is truly generating results.

That’s why the main objectives of a workplace training plan include:

• Align training with business objectives so that each action has a clear impact on results.

• Develop the soft and hard skills the team needs to perform their roles better.

• Create a culture of continuous learning within the organization.

• Improve individual and collective performance in order to raise work quality and process efficiency.

• Promote innovation and adaptability, preparing the business for internal, market, or technological changes.

• Standardize processes and best practices across the company.

Having a well-structured training program is essential for business growth. So, to put it into practice in an orderly and effective way, you need to follow a series of steps…

How to create a training plan step by step

In general terms, the process can be summarized in 5 key stages:

1. Diagnosis.

2. Definition of objectives.

3. Content design.

4. Implementation.

5. Evaluation.

1. Conduct a needs diagnosis

The first stage is to identify what the team is lacking or needs to refine. You can assess this through surveys, interviews, performance evaluations, or feedback.

This way, you’ll detect knowledge gaps, process changes, new tools, or skills the business requires.

2. Define training objectives

With the diagnosis clear, define what you want to achieve with the learning program. Just keep in mind that these objectives should be specific, measurable, and aligned with business goals.

3. Design content and methodology

At this stage you decide which topics will be covered, what kinds of skills will be developed, and which formats you’ll use:

• Workshops.

• Online courses.

• 1-to-1 meetings.

• Mentoring.

You should also define the duration and date of each action, who will deliver the training, and which resources you’ll need.

4. Implement the training plan

When it’s time to roll out the plan, you must:

• Create a schedule of activities.

• Inform the team of the dates and the purpose of each session.

• Manage registrations.

• Ensure participants have the time and means to attend.

5. Evaluation and adjustments

The final phase involves reviewing whether the training plan met its objectives through:

• Satisfaction surveys.

• Knowledge tests.

• Performance indicators.

• Business metrics.

With these data, you adjust the plan and improve subsequent learning actions.

Benefits of a training plan

Implementing a workplace training plan benefits both the company and each employee for several reasons.

Among the key benefits are:

• Better collaboration, as it encourages participants to work in alignment, share best practices, and better understand each area’s role.

• Fewer errors and rework thanks to a better-prepared team executing their tasks.

• Higher motivation and engagement by offering learning opportunities and professional growth.

• Talent retention, as the company is perceived as a place worth developing in over the long term.

• A boost to effective communication by including it as a key training area and fostering clear messaging between leaders and teams.

• Greater productivity and efficiency, since team members know how to use available tools, processes, and resources more effectively.

According to the LinkedIn Workplace Learning Report 2024, organizations that invest in continuous learning improve performance and internal mobility. They also get 7 out of 10 employees to feel more connected to the company.

Practical training plan example

Here’s an Asana template to create a training plan.

Conclusion

Workplace training is a strategic investment for any organization—from large companies to SMEs and even freelancers who want to stay competitive.

Investing in learning new tools, methodologies, and skills is a direct way to protect current results and prepare for the future. This training also fosters deep-work spaces that help people concentrate better and deliver more value in less time.

Therefore, don’t see it as an expense. Ultimately, it will generate a return in the form of better performance, more innovation, and fewer errors—provided it’s a solid training program.

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Frequently asked questions

What is a training plan and what is it for?
It’s an organized strategy that defines what, how, and when a team will be trained. It serves to develop key skills, update knowledge, and ensure learning supports business objectives.

How do you create an effective training plan?

First, run a needs diagnosis. Then define objectives, design the content and methods to use with an activity schedule. Lastly, evaluate results to adjust and improve future training.

What does a training plan include?

It usually includes a participant profile, the competencies to be developed, content and learning modalities. It also covers the schedule, owners, resources, budget, and metrics or indicators to assess results.

What’s an example of a training plan?

One example is initial training on a new management software for new hires. The objective would be to reduce errors through online modules, hands-on workshops, and an assessment to verify system use.

Sources:

HRdrive

Asana template

Performance indicators