Have you ever wondered how companies help their employees learn and grow? They use the most straightforward solution – a training module. These are step-by-step learning tools designed to teach in-demand skills in an organized way that makes it easy for people to understand and apply their knowledge.
Research shows that companies with excellent training programs are 24% more profitable and earn 218% more revenue per employee. This shows how practical a well-planned training module can be.
But how can a company create one that works? Let’s find out.
What is a training module?
A training module is a structured learning resource that focuses on delivering specific skills or knowledge in an organized and easy-to-use format. It serves as a building block for training programs.
How? By breaking down information into smaller, manageable sections to make learning more effective. Training modules can take a variety of formats, such as videos, presentations, tutorials, or interactive tools, depending on the topic and audience.
According to the report, 94% of employees say they would stay with a company longer if it invested in their training and development. This highlights the growing need for well-structured training modules.
4 types of training modules
Training modules are available in various formats, each tailored to specific training needs, industries, and objectives. So, here are the most common types of training modules:
1. E-learning
E-learning is a digital approach allowing employees to access training materials online, anytime, anywhere. Interactive tools like videos, quizzes, and animations increase engagement while maintaining flexibility.
According to LinkedIn Learning, 58% of employees prefer eLearning content because of its convenience and ability to learn at their own pace.
2. Gamification
Gamification incorporates game elements such as scores, leaderboards, and challenges into training programs to increase engagement. According to a TalentLMS survey, 83% of employees who receive gamified training feel more motivated than others.
This approach is efficient for younger employees accustomed to digital interfaces. By making learning fun, gamification improves knowledge retention and results in better performance.
3. Lectures
Lectures are among the most traditional yet effective teaching methods, especially for large groups. They involve subject matter experts sharing knowledge, theories, or ideas, often accompanied by visual aids such as slides or videos.
While lectures are often considered passive learning, they can be interactive through question-and-answer sessions and real-life examples. This approach is beneficial for introductory sessions, compliance training, or any topic that requires in-depth theoretical knowledge.
4. Grades
After lectures, employees must assess how well they’ve learned the material and where to improve. These assessments range from simple tests and multiple-choice questions to hands-on simulations and role-playing games.
Assessments help identify skill gaps, measure progress, and meet learning goals. Assessments are an invaluable tool for industries that require certification or regulatory compliance.
4 Training Modules Examples
Here are some real-life examples of how a training module can be used to train employees:
1. Adaptation modules
These modules help new employees adapt to their roles and understand the company’s culture, policies, and expectations. They typically include:
- Company overview: history, mission, and vision.
- Job-specific training: the skills and tools needed for the job.
- Compliance training: Understanding workplace rules and regulations.
2. Product training modules
Product knowledge training modules are ideal for sales, support, and development teams. These training modules focus on training employees on specific products to communicate effectively with clients and customers.
The focus of these modules is on product features and benefits, instructions for use, and any updates to the company’s products.
3. Skills development modules
Skills development modules focus on enhancing employees’ skills and abilities to excel. These modules are critical to the growth and productivity of an organization.
These modules include role-specific training to meet the requirements of specific job roles and new skills to acclimate employees to new tools and technologies.
4. Leadership Training
Leadership training focuses on evolving skills such as decision-making, conflict resolution and team management. It provides current and aspiring leaders with the tools to inspire and lead their teams effectively.
This training is essential in preparing employees for more advanced roles and responsibilities. Leadership modules often include case studies, role plays and mentoring, providing theoretical and practical knowledge for organizational growth.
How to Develop a Training Module
A practical training module can be one of the most controlling tools for building a successful organization. However, developing a training module requires careful planning and clear communication.
So, we will guide you through the simple steps to create employee training modules.
1. Define learning objectives
Before developing content, you must understand why the training is being done and what participants are expected to learn. Without a clear objective, your learning will lack direction and purpose.
So, start by defining your target audience. Ask yourself these questions:
Who is your training module for?
Are you training new employees, existing employees, or clients?
Defining your spectators will help you tailor your content to their level of experience and needs. Next, clear and measurable objectives should be set, such as what specific skills or knowledge participants should have acquired by the end of the training.
Use SMART (Specific, Measurable, Attainable, Relevant, Time-bound) objectives. For example, instead of saying, “Train employees on safety,” you could set a goal like “Ensure all employees pass a safety competency test with a 90% or higher score.”
You can conduct surveys, interviews, or meetings to find out what your audience already knows and needs to learn.
According to a recent survey, three-quarters of companies (75%) that invested in training programs reported increased employee productivity, efficiency, and retention.
2. Choose the Type of Training Delivery
There are various ways to deliver training, but choosing the right one depends on your audience, materials, and available resources. We’ve discussed a few types earlier, but let’s look at the types of training.
- Instructor-led training (ILT): This is traditional face-to-face training, usually conducted in classrooms or conference rooms. Best suited for interactive sessions, group activities, and in-depth discussions.
- E-learning: Online modules or courses that participants can complete independently. This approach is cost-effective and climbable but requires a learning management system so organizations can track progress and completion.
- Blended learning: A combination of face-to-face knowledge and online content. This approach is efficient for complex topics requiring hands-on training and self-study.
- Microlearning: This approach delivers content in small, easily digestible chunks. Microlearning can be done through videos, quizzes, and infographics. It’s perfect for reinforcing key concepts.
3. Create the Training Content
You’re on the right track. Once you’ve determined your delivery method, you must create content supporting the learning. The best advice here is to keep it simple and avoid jargon. Your goal should be to ensure that students understand the skills being taught.
Additionally, people learn better when the material is engaging and interactive. Reports show that interactive modules are 60% more engaging. This means that employees absorb more information with their help.
Here are some types of content you might consider:
- Videos: Very effective for demonstrating processes, procedures, or soft skills.
- Polls: These provide immediate feedback and keep students engaged.
- Infographics: Help you understand and retain complex information.
- Case Studies/Real-Life Examples: They make learning more relatable and applicable to real-life situations.
- Interactive activities include role plays or group discussions, especially for soft skills training.
List the key concepts you must teach and divide them into modules or lessons. For example, if your training focuses on customer service, your modules might be Communication Skills, Handling Difficult Customers, and Building Relationships.
4. Develop an Assessment and Evaluation Plan
It is essential to evaluate whether the training is practical. Assessments help measure the success of your learning module. Here are some ways to do this:
- Formative assessments are short tests or assignments that help reinforce learning as you progress.
- Summative assessments: At the end of your training, you should have a summative assessment, such as a test or project. This is conducted to assess whether students have acquired knowledge and skills.
- Surveys and Feedback: After the training, ask participants for feedback on the training materials, delivery method, and any areas that need improvement.
5. Choose the Right Tools and Technology
If you deliver training online or use any technology, you must choose the right tools to manage content and track results. The best tools for this are:
- Learning Management Systems (LMS): Platforms that allow you to upload content, track student progress, and manage grades in one place.
- Authoring Tools: These tools help you create eLearning modules, tests, and interactive content.
- Communication tools: interacting with instructors in real-time during sessions and discussions.
For example, Coursebox offers an AI-powered learning management system with everything you need to create and manage a training program.
6. Evaluate and Improve the Training
After completing the training module, it’s time to present it to your audience. This is the final step where your training will finally pay off.
Let participants know when and how the training will take place. Please provide them with all necessary instructions, such as how to log in, where to find materials and any prerequisites. If you’re using a learning management system or other platform, keep track of who has completed the training and which students may need additional support.
Also, be prepared to answer any questions or provide assistance to students who are experiencing difficulties. This could include a question and answer session, one-on-one time, or creating a forum for discussion.
Start Creating Your Training Modules with Ease
Creating an effective and engaging learning module is critical for businesses and educators who want to leave a lasting impression on their students. However, manually creating and managing learning content can be a bit overwhelming.
But we have the perfect solution for you – Coursebox. Our AI-powered learning platform allows you to create interactive courses, assessments, and videos in minutes.
Don’t let the complexities of creation hold you back. Sign up for Coursebox today for free!
Frequently Asked Questions
1. How long should a training module be?
Ideally, a training module should last between 30 and 90 minutes, contingent on the complexity of the topic. Shorter modules (20 to 45 minutes) should be used for focused learning. Meanwhile, more extended topics (up to 90 minutes) should be used for in-depth issues. Keeping sessions short helps maintain engagement and retention of information.
2. How to choose the best training module for your team?
First, identify the skill gaps in your team. For more technical roles, prioritize technical training, while it’s better to use soft skills training if the role involves working with clients. You can mix multiple approaches, such as training and assessments, to improve your learning modules.
3. How will you evaluate the success of training programs?
Success can be measured through employee evaluations, post-training performance reviews, and feedback surveys. To ensure your company’s goals are met, you can also compare pre- and post-training metrics, such as productivity and task efficiency.
4. What is the most cost-effective training method for small businesses?
One of the most cost-effective training methods for small businesses is e-learning. Small businesses can easily use free or low-cost platforms like Coursera, Udemy, and Coursebox to provide quality training without breaking the bank.
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