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April 28, 2025

How to – 6 steps to an individual training plan

How to develop potential, strengthen skills and lay the foundations for entrepreneurial success with a well thought-out training plan.

Max Mustermann

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Content

Further training as the key to success

Building a high-performing team is a challenging task that requires time and strategic planning. Companies must not only find qualified specialists, but also ensure that they remain with the company in the long term and can develop their full potential. With a well-structured training concept that is tailored to individual needs, you can strengthen the respective skills and abilities and also ensure that no dormant potential remains undiscovered.

Companies that promote a continuous learning culture benefit from a faster response to market changes, increased innovative strength and productivity, thus ensuring long-term competitiveness.

Find out in the following article how to create an effective training plan for your company in six simple steps.

“Good planning is half the battle” - Why a training plan is essential

We have already explained the importance of employee development. Now you may be wondering what exactly is behind a training plan.

A training plan is a structured learning program defined by the company with clear instructions and suitable training materials. It provides clear guidance on how learning processes should take place and serves as a valuable resource when teams or individual employees want to acquire new skills. By documenting the learning process, companies can ensure that knowledge is imparted in a uniform manner and secured in the long term.

In principle, all employees are eligible for further development. Focusing exclusively on a single department or the best employees could lead to dormant potential remaining undiscovered and therefore unused. Whether onboarding new specialists, further training for managers or sales training – who exactly should be trained only plays a role in the individual design. The basic structure remains the same.

Below we show you a few examples of situations in which training measures are beneficial for employee development and company growth:

Benefits

Onboarding new team members: new employees are usually highly motivated when they start their new tasks. Make their start as easy and pleasant as possible with appealing training and promote satisfaction and loyalty from the outset.
Management development: whether new to the management role or already an “old hand” – managers in particular must always keep their knowledge up to date and expand it in order to build and lead a successful team.
New developments and innovations: in the digital age, one new development follows another. It is therefore not uncommon for a lot to happen in the field of IT, for example. Bear in mind that older employees in particular can find it difficult to deal with digital innovations and changes. But other team members also benefit from a suitable training program. Ensure inclusion in practice and support your team in refreshing and improving their skills.
Employee development: Provide targeted support for employees who express a desire for professional development. With an individual training concept, you can satisfy your employee’s learning needs and gain a qualified specialist at the same time.

The most important goals of a training plan:

Prepare course instructors specifically for conducting the training
Provide learners with a clear learning structure
Make learning progress and training success measurable

Without systematic training monitoring, it is difficult to check whether knowledge has been successfully imparted. This also makes it difficult for your employees to understand whether they have actually achieved the required skills for their position.

6 steps to an individual training plan

You are already familiar with the benefits and importance of a well thought-out training plan. Now we would like to present you with a practical step-by-step guide that you can use to create your individual training plan in an efficient and structured manner.

Step 1: Demand and target group

Before you plan a training course, it is important to determine the training requirements. Helpful methods for identifying needs:

Create a list of the most important qualifications and skills required in your company. Compare these with the existing skills of your employees. This allows you to plan targeted training courses that promote both the company’s success and individual career development.

Employee surveys: What training does your team want?
Analyze customer feedback: Are there any deficits in customer service?
Evaluate key performance indicators (KPIs): Where is there room for improvement?
Analyze support requests: Frequently asked questions can reveal training gaps

Draw up a list of the most important qualifications and skills required in your company. Compare these with the existing skills of your employees. This allows you to plan targeted training courses that promote both the company’s success and individual career development.

Step 2: Learning objectives

Every good training course starts with defining the objectives. This is where you set out what development you expect and what skills the trainees should have acquired at the end of the training.

In order to be able to check whether the training was successful, the learning objectives should be defined in such a way that they can be measured. A tried and tested method is SMART. Use the following checklist to help you define your objectives:

SMART

Specific: Formulate clear, unambiguous goals.
Measurable: Progress and success should be verifiable.
Attractive: Goals must be motivating.
Realistic: The objective should be achievable.
Time-bound: Set time targets.

For example, a SMART target definition could be formulated as follows: “Reduce support requests for product X by 20% in six months.”

Step 3: Training method

Depending on the requirements, there are various ways to carry out training.

We have already analyzed the advantages and disadvantages of the different training methods for you in a detailed article. The most common formats are

E-learning: Flexible learning through e-learning, independent of time and place, is an ideal training method for large or even international teams. The content can also be individually adapted to the level of knowledge of the respective employee.
Webinars: A webinar is a seminar broadcast live on the Internet with a fixed time frame.
Classroom training: In traditional classroom training, learners benefit from personal contact with trainers and other participants. A sense of togetherness through joint learning and group work also has a positive effect on learning success.
Blended learning: This is a combination of digital and face-to-face learning elements. What particularly distinguishes this training method is that the advantages of location- and time-independent e-learning can be combined with the benefits of face-to-face training.

From the idea to implementation

Let our use cases inspire you

Step 4: Materials and resources

Depending on the chosen training format – classroom training, online training or blended learning – different materials are required. These can include presentations, handouts, e-learning modules or technical equipment such as computers and projectors. A list of all the resources required is therefore essential. Possible materials and resources could be:

E-learning: organized in a learning management system such as hiveQ
Presentations: Presentation in digital form, laptop, projector
Handouts
Videos
Manuals
Performance assessment: digital or analog

Step 5: Implementation

Now it’s time for the actual implementation. Make sure that everyone involved is well prepared and has the necessary resources.

Communication: Inform the participants about the content, objectives and course of the training at an early stage.
Technical preparation: Make sure that all the necessary tools and platforms are ready for use.
Encourage motivation: Create a positive learning environment that motivates active participation.
Maintain flexibility: Be prepared to adjust the plan if unexpected challenges arise during the training.

Step 6: Evaluation and optimization

Regular performance reviews are essential in order to measure the effectiveness of knowledge transfer and to further develop the training plan in a targeted manner. Proven evaluation methods include:

Participant feedback: questionnaires, surveys or direct discussions.
Learning progress measurements: Tests, practical exercises or project work.
Long-term success analyses: comparison of KPIs before and after the training.

Tip: The advanced LMS hiveQ offers you an integrated analytics tool for data-based evaluation of learning progress and training success.

Training with hiveQ - Discover the possibilities

A structured training plan is essential for the sustainable success of a company. A targeted needs analysis, clear learning objectives and the use of suitable training methods allow employees to develop optimally. Companies benefit from increased efficiency, greater satisfaction and a competitive advantage.

Are you ready to simplify your learning strategy? Get started with hiveQ and discover what effective learning can look like in your company!

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