Creating a Training Program: 7 Steps to Developing Stronger Employees

Posted on 01/24/26 By Guest Contributor

There is a lot of value to be gained from creating a training program for workers at all levels of business, including higher employee engagement and retention rates, more innovative thinking, and increased compliance with laws and industry regulations.

Providing your employees training and development opportunities is no longer a choice. Gen Z and Millennials, who will make up 74% of the U.S. workforce by the end of 2026, are especially keen on receiving more training at work.

In fact, 93% of employees believe well-planned training programs positively impact their level of engagement, and 94% say they would stay longer at a company that invests in their career development.

Haphazard attempts to create an employee training plan won't cut it. Your company training program needs to be strategic to support your organizational objectives and your employees' individual goals, especially in a rapidly evolving landscape where skills requirements are shifting due to AI and technological advancements.

7 Steps to Create an Employee Training Program

Creating an effective training program for employees is not difficult, but it does take time and consideration. Training programs that fail usually do so because they are not strategically mapped out prior to implementation. With training expenditures in the U.S. reaching $102.8 billion in 2025, and 85% of organizations planning to increase investments in upskilling through 2030, now is the time to build a robust program.

Follow these steps to build a successful training program:

1. Identify your company’s employee training goals

Align with your organization’s overall strategy and priorities, and consult with key stakeholders and decision makers. Consider emerging needs like AI integration and digital skills, as 53% of CHROs expect increased investment in rapid skills development to adapt alongside AI.

Think of it this way: you can't purchase a plane ticket if you don't know your destination. Similarly, you cannot create a training program without a firm understanding of its end goal.

2. Take note of current training programs

Make a list of all users, what the training is, who the vendor is, the cost, and the success of the existing programs.

You might find you are paying for training that is underutilized or no longer needed in your organization, especially with 63% of L&D professionals expecting budgets to increase or stay steady in 2026.

3. Conduct a skills gap analysis

After you identify your company goals, you need to find out where knowledge gaps exist within your organization.

Have each employee complete a SWOT analysis so you can easily identify the areas individuals and departments are excelling and where they have shortcomings. This is crucial, as job skill sets have changed by 25% since 2015, with projections for that to double by 2027, and over a third of skills expected to be outdated by 2030.

4. Address the curriculum your organization needs

There are certain types of training your organization will need, including state-mandated harassment training, OSHA training, and any mandatory continuing education (CE) for licensed professionals.

Continuing education ensures certain professionals comply with laws, remain licensed, or keep their memberships in an association or licensing body. Take note of any employees in your organization who require CE when creating your training program. Additionally, prioritize areas like AI-related training, where enrollments grew 195% year-over-year.

5. Address the curriculum your employees want

Ask your employees and team leads what training topics will help them fulfill their job duties. You should also gather feedback from your organization's managers, team leaders, and department heads to see what skills they want their employees to develop.

You may also find there are other areas in your organization that lack proper training, such as employee onboarding and skills development. Structured onboarding can boost retention by 82%, and 84% of employees reported satisfaction with training in 2025.

6. Find the right training partner

It’s more cost-effective to use a vendor who offers all or most of your training needs, rather than paying for individual courses and materials. With the corporate eLearning market projected to reach $44.6 billion by 2028, look for partners offering flexible, AI-enhanced platforms.

Centralizing your company training program will also make it easier to track employee progress and report on the program's success.

7. Create an internal training process

Figure out who will be responsible for implementing the program, answering employee questions, assigning courses, and completing other similar tasks.

Assigning responsibilities and holding individuals accountable for creating and supporting your training program will help ensure long-term success. Companies with comprehensive training see 218% higher income per employee and 24% higher profit margins.

Now that you know how to create a training program, it's time to get things in motion. Focus on personalized, real-time learning to meet the demands of a dynamic workforce, where 91% of L&D professionals agree continuous learning is essential for career success.

Employee Training Program Strategy Workbook

Now that you know how to create a training program, it's time to get things in motion.

Our Learning & Development Strategy Workbook is a detailed guide of everything you need to create and implement a successful employee training program. 

This interactive workbook helps you:

• Identify goals to create your training program
• Craft a training plan for your employees 
• Discover course topics to include in your training plan

Download our free workbook with training program templates and course suggestions.