What is a training program and how do I set one up?

What is a training program and how do I set one up?


The training program is an essential tool in the realization of professional training projects. For trainers, it is essential to know how to establish this type of document to ensure the smooth running of their training session.

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Administrative management document, but not only, the training program must inform all the actors concerned by the training action. In the context of training paid for by the company, it may therefore be the employees/learners, their employers and the funding body. The program will allow them to see the quality of the service offered by trainers or training organisations.

The training program is in particular one of the quality criteria checked by the organizations that finance the training: State, Region, Pôle Emploi, OPCA, Agefiph, etc. Indeed, under the 2014 Training Law, this quality approach concerns all professional training, but also skills assessments and VAE. Since 2017, funding organizations must ensure the consistency of training objectives and the means implemented with the public concerned. The project and the prices of the services must also be adequate. The professional qualification and skills of the trainers must be verified. In addition, the validation of the procedures for taking into account the assessments made by the learners and the relevance of the evaluation methods is essential. It is therefore important for trainers to establish a training program that takes this quality approach into account.

Choose course title

An important first step in establishing a training program is choosing a title. It is necessary to avoid titles that are too general, which could give rise to interpretations, or even mislead the learners. On the contrary, it is best to opt for an explicit text so that learners have a clear idea from the start of the training offered to them.

Identify the target audience

For trainers, it is essential to know the profile of the target audience(s) and their training needs. To identify the most suitable target for training, a number of questions must be asked. The first is to know what is the typology of the participants concerned: are they students, employees, executives or directors of companies? If they are salaried learners in a company, the trainers must precisely define the professions or services concerned.

Define the necessary prerequisites

To determine the prerequisites necessary for the training, it is essential to take into account the experience of the people to be welcomed. This is to define the skills and the minimum level required to follow the training. Thus, the trainers will ensure that the learners will follow a training adapted to their knowledge and their know-how. None of the participants should feel lost during the training, or sidelined because they are too qualified.

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Set training objectives

Defining training objectives is one of the essential steps in creating the training program. Once the needs of the public to be trained have been identified, trainers must clearly indicate the objectives to be achieved in terms of skills and qualifications. Indeed, there are several purposes that push learners to follow a training course:

  • obtain certification;
  • enhance their professional career;
  • strengthen a skill to study, obtain a diploma in a higher establishment or apply for a company;
  • contribute to their personal development;
  • achieve a certain level of qualification.

Select type of training

The steps above will help trainers choose the most suitable type of course.

  • Face-to-face training requiring the physical presence of learners at the training site.
  • Online training, or e-learning, which offers distance learning via a digital platform on the web or a mobile application.
  • the blended learninga hybrid training method that combines face-to-face training and online training.
  • Microlearning which is characterized by learning over short sequences.
  • Peer training, which is defined by learning based on the exchange of knowledge between people of the same status.

Detail the content of the training

The training program must allow trainers to detail the training in the form of sequences. To do this, they must describe the content of the program and the different steps planned to achieve the objectives defined upstream. To structure the content of the training, the ideal is to set out the main phases of the training day by day, or by time slot depending on the duration of the session.

List the educational and technical means to be used

On the training program, the trainers must detail all the means implemented during the training. They must inform learners about the planned teaching methods:

  • theoretical courses;
  • case studies;
  • practical exercises;
  • scenarios;
  • role-playing games.

In terms of technical means, the training program must describe the equipment used: digital board, video projector, computer, internet connection, computer room, etc.

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Specify the duration of the training

The duration of the training must appear in the program. Trainers should state the number of hours or days required. The formula chosen must be in line with the defined objectives and the target audience. It is also essential to specify the reasons for the choice of the duration of the proposed training.

Determine the number of participants

The training programs indicate a minimum and maximum number of participants. The size of the group must make it possible to promote exchanges between trainers and learners. In the context of professional training, it is generally advisable not to exceed 12 learners. Since group size is an important factor for trainees, be sure to indicate this from your Learning Management System.

Mention the methods for assessing the results

The training program must include a section devoted to the procedures for assessing the results and verifying the proper execution of the program. In this part, trainers should state the characteristics:

  • learning assessments;
  • the monitoring grid;
  • satisfaction questionnaires;
  • certificates of attendance.

Work on formatting the training program

Finally, the training program must bring together all the elements seen previously in a relevant and readable way for all the actors concerned. It must therefore be structured and complete. The use of pictograms is often preferred to indicate the notions of duration, staff and necessary equipment. The editorial must also be finely worked with short texts and getting to the point. In addition, trainers should not forget to include their first and last names, their function, the contact details and the logo of their structure.

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