Training Management: Optimizing Workforce Development

Explore effective training management techniques and learn how to tailor-fit them to your organization for employee development, operational productivity, and business success.

What is Training Management?

Training management refers to the entire process of managing employee training and development programs, from planning specific modules and methods of delivery, coordinating employees and resources, and executing actual training sessions. Finding a way to streamline these processes helps companies enhance their programs, ensuring these are well-adapted to evolving industries and, more importantly, fully equipping the workforce with the skills and knowledge they need for success.


Employees are the company’s number one asset. Lucrative and thriving businesses understand that their success is due to the efforts put in by their workers. Here are a few reasons why prioritizing employee development is a must-do.

  • Improves employee performance – Aside from providing them with a safe working environment, handsome pay, and good benefits, thoroughly preparing them for the job they need to do gives them confidence. All these allow them to perform better and deliver high-quality output. Evaluating the success of training can be seen not just through test scores but through actual KPIs.
  • Enhances employee satisfaction – Valued workers are more engaged. Providing continuous learning discussions and hands-on training sessions makes employees feel respected because the organization has invested in them. This boosts morale, which, in turn, benefits the business.
  • Improves risk mitigation and compliance with regulations – When employees fully understand the significance of safety, quality, and sustainability because these were well-explained, they know how these play a huge part in their daily responsibilities. With this, hazard identification, risk mitigation, and regulatory compliance are efficiently accomplished.

Key Components

There are numerous elements to consider when planning and executing a training program. Some companies incorporate everything, while others choose a few based on their resources and goals. Here are the essentials:

Needs Analysis

One of the very first steps is identifying the specific training needs within an organization. Offering generic courses and return demonstrations to everyone is counterproductive as some may not need it. To pinpoint skill gaps, managers should conduct needs analysis through the following:

  • Send out surveys and 360-degree feedback forms.
  • Interview employees one-on-one.
  • Assess individual performance using current KPIs (Key Performance Indicators).

Curriculum Development

A well-structured curriculum covers the necessary topics based on the organization’s needs. Enumerated below are the factors to consider:

  • Set specific learning objectives, such as collaboration with third-party vendors, understanding non-verbal cues from customers, and taking initiative in the workplace.
  • Ensure that courses perfectly suit the objectives. Managers may outsource these materials or create them from scratch.
  • List all materials required, like machinery or device to learn, printed manuals, and audio-visual presentations.
  • Consider new industry trends, best practices, and regulations as these impact the curriculum, the operations, and the entire organization.
  • Schedule a realistic timeline and allocate resources for the entire program.

Aside from creating this outline, managers should ascertain that the curriculum is engaging. Remember that successful learning requires full involvement from the participants, and they won’t cooperate in the activities when the lesson feels repetitive or uninspiring.

Delivery Methods

Face-to-face with practical training is still considered by most as the most effective since instructors can evaluate engagement. However, this is not always possible because of constraints on time and resources. Technology has transformed the workplace and has proven to facilitate learning in a more efficient manner.

  • Synchronous – This is the more traditional form of learning, which includes in-person discussions, lectures, equipment simulations, and on-the-job training. This category could also include live Zoom or Skype seminars.
  • Asynchronous – Also known as self-paced learning, this type allows learners to study a particular topic at their own speed. Managers can send modules, case studies, or scenarios that workers can review during breaks or after work hours.
  • Blended Learning – As the term implies, this refers to a combination of synchronous and asynchronous modes. It enables collaboration but also provides flexibility.

Training Evaluations

The only way to know if the curriculum developed is effective is through tracking and assessment. Managers should implement a system that monitors the program’s progress, evaluates the learners’ retention and on-the-job application, and compares it against the objectives initially laid out.

  • Review KPIs (e.g., improvement in performance, reduced errors, faster risk mitigation, and increased customer satisfaction) after the training programs.
  • Collect feedback from the participants, zooming in on their opinions about the content, the mode of delivery, and even their trainers.
  • Use tools like the Kirkpatrick Taxonomy Model to evaluate the learner’s reaction to and behavior after the training session. The Phillips ROI Model is also helpful in measuring training costs and results.

By considering the tips above, companies can adjust the programs and tailor them to the needs of the organization and the workforce for optimal results.

Leveraging Technology for Workplace Training

As aforementioned, technology has elevated workplace learning and training. Although it would be hard to replace live coaching and mentoring, automating training delivery does have numerous benefits, including flexibility, accessibility, and cost-efficiency.

Digital Modules

Online learning and training have become so popular that companies continue to use them even after the work-from-home situation brought about by the pandemic. Listed below are just a few of these reasons that will convince you to invest in this better methodology:

  • Digitized content does not require a huge storage space that companies can fill up their library with thousands of handbooks, exam templates, training guides, and many more.
  • Content can be interactive or gamified, engaging users better.
  • Users can review microlearning modules in minutes and find them easier to imbibe and retain.
  • Available 24/7 and on mobile devices, workers can simply access these wherever they are and at their most convenient time.

Virtual Reality (VR) and Augmented Reality (AR)

Training newbies in high-risk industries is one of the most challenging tasks because of the inherent dangers in the environment. Immersive technologies like VR and AR provide realistic simulations, allowing the workers to learn, feel challenged in a particular situation, and slowly build their confidence, minus the risks.

Training Management Systems

Training management platforms streamline the administrative tasks required in planning and managing training programs. This software has features for standardizing training templates, allocating the appropriate resources, and monitoring the program from start to finish.

One such tool is Training from the SafetyCulture platform. From user-friendly course creation tools to intuitive performance dashboards, this mobile-first feature combines all the tools you need to handle all your training programs in one place.

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FAQs About Training Management

All companies across industries, including large conglomerates and small start-ups, will greatly benefit from a well-planned and executed training program. Usually, the Human Resources (HR) department takes on workforce development. In small and medium-sized enterprises, the owners take on this responsibility or acquire the services of third-party experts.

Yes, but not all. Some of these online courses, usually offered by industry leaders such as ISO and government regulators like OSHA, can be taken by individuals who want to get licensed for a particular job. Aside from completing the course, participants should also take an exam and exceed the passing rate.

While there are experts who are still skeptical about the effectiveness of remote or online training for employees, the online learning industry is continuously growing, which means that more and more companies are investing in it. Because every business has a unique set of requirements, this question is better answered when HR has done its due diligence and conducted a comprehensive needs analysis.

Integration with other systems, mobile accessibility, and scalability are all vital LMS features. However, most HR managers agree that robust analytics is the most crucial, as this allows them to evaluate the effectiveness of their program without having to go over numerous documents for an extended time period.

Eunice Arcilla Caburao
Article by
Eunice Arcilla Caburao
Eunice is a content contributor for SafetyCulture. A registered nurse, theater stage manager, Ultimate Frisbee athlete, and mother, Eunice has written a multitude of topics for over a decade now.