Employee Training Development

Considerations for Methods, Schedule, and Content

You must build the workforce. And the best way is employee training development.

Too much of an investment for you?  Consider the cost.

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Technical Training

A payoff in technical skill training can be better realized because errors are more measurable.  If an employee does something wrong on the production line, or fails to send a product to a customer, you can see the problem and often measure its impact. For this unambiguous nature of training, you can use a training calculator that provides your return on investment.


This type of employee training development is usually easy to identify and obtain.

Leadership Training

For leadership training, the payoff is less discrete.

How do you know it was worth it? How has the manager benefited? How can you stop the sun from shining and what makes the world go ‘round?

It is your call as to when training in leadership skills is worth the time and money.

All tough questions. Nevertheless you should address them if you need to justify your training investment.

Training Methods

Some options to conventional employee training methods:

• use your internal built-in expertise and learn from one another

• create one internally, using those people most experienced with the job skills, and have the new employees ask the questions they need answered.

• A must for any company. To develop it, make it a 6-month “internship” where the employee is tasked with mapping his own training needs, based on what you have outlined as the job requirements.

Employee Performance Development

How do you determine where to start?

When in doubt, start with an assessment.* Learn where your employees should grow, where they need basic skills, advanced skills, technical as well as people skills.

Look to your company’s mission and goals for an indication of the skill-set areas. Training content should have a strong linkage to what you are in existence for and a very strong link to your company values. Employee performance should have a strong link to training content.

Then measure how they perform against those measures.

•    This site is all about better leadership, so OF COURSE it should provide you with tha ability to assess.  That is, measuring leadership, training, teamwork, and so on. Keep this site bookmarked because little by little, we will be providing you with assessments galore.

  Recommended Training Schedule

If you have a need for structure, (I do too) use this template for your approach in ongoing training frequencies.