What is a Training Module and How to Develop It?

Have you ever wondered how companies help their employees learn and improve? They use the simplest solution — a training module. These are step-by-step learning tools designed to teach in-demand skills in an organized way which makes it easy for people to understand and apply their knowledge. 

In fact, studies show that businesses with good training programs earn 24% more profit and generate 218% higher revenue per employee. This shows how powerful a well-planned training module can be.

But how can a company create one that actually works? Let’s find out. 

What is a Training Module?

A training module is a structured learning resource that focuses on delivering specific skills or knowledge in an organized and easy-to-follow format. It serves as a building block for training programs. 

How? By breaking down information into smaller, manageable sections to make learning more effective. Training modules include various formats like videos, presentations, manuals, or interactive tools, depending on the topic and audience. 

According to a report, 94% of employees say they would stay in a company longer if it invested in their learning and development. This highlights the growing demand for well-structured training modules. 

4 Types of Training Modules

Training modules come in various formats, each one for specific learning needs, industries,  and goals. So, here are the most common types of training modules:

1. eLearning

eLearning is a digital approach to training that allows employees to access learning materials online, anytime, and anywhere. With interactive tools like videos, quizzes, and animations, it enhances engagement while maintaining flexibility. 

According to LinkedIn Learning, 58% of employees prefer eLearning content because of its convenience and they can learn from it at their own pace. 

2. Gamification

Gamification integrates game-like elements such as points, leaderboards, and challenges into training programs to boost engagement. According to a Work survey by TalentLMS, 83% of employees who receive training with gamification elements feel more motivated than others. 

This method is especially effective for younger employees accustomed to digital interfaces. By making learning enjoyable, gamification increases knowledge retention and offers better performance outcomes. 

3. Lectures

Lectures are one of the most traditional yet effective training methods, especially for large groups. They involve subject matter experts sharing knowledge, theories, or insights, often accompanied by visual aids like slides or videos. 

Although lectures are often considered passive learning, they can be made interactive with Q/A sessions and real-world examples. This method is particularly useful for introductory sessions, compliance training or any subject requiring in-depth theoretical knowledge. 

4. Assessments

After lectures, it’s important that employees undergo assessments to measure how much they’ve learned and where they need to do better. These assessments range from simple quizzes and multi-choice questions to hands-on simulations and role-playing scenarios. 

Assessments help identify skill gaps, measure progress, and ensure that the training objectives are met. For industries requiring certifications or regulatory compliance, assessments are an indispensable tool. 

4 Training Modules Examples

Some real-world examples of how a training module can be used to train employees include: 

1. Onboarding Modules

These modules are designed to help new employees adjust to their roles and understand the company’s culture, policies, and expectations. They typically include:

• Company Overview: History, mission, and vision.
• Role-Specific Training: Skills and tools required for the job.
• Compliance Training: Understanding workplace rules and regulations.

2. Product Training Modules

For sales, support, and development teams, these product knowledge training modules are the perfect fit. These training modules focus on educating employees about specific products so they can communicate effectively with customers and clients. 

The content focus in these modules is mostly on product features and benefits, usage instructions and any updates to the company products. 

3. Skill Development Modules

Skill development modules focus on enhancing employees’ abilities and competencies needed to excel in their roles. These modules are crucial for growing and improving organizational productivity. 

These modules include role-specific training to meet the demands of specific job roles and emerging skills to train employees on new tools and technologies.  

4. Leadership Training 

Leadership training focuses on developing skills such as decision-making, conflict resolution, and team management. It equips current and aspiring leaders with the tools they need to inspire and guide their team effectively. 

This training is particularly valuable in preparing employees for higher roles and responsibilities. Leadership modules often include case studies, role-playing, and mentorship which provides both theoretical and practical knowledge for organizational growth. 

How to Develop a Training Module

Creating an effective training module can be one of the most powerful tools for building a successful organization. However, it requires careful planning and clear communication to develop a training module. 

So, we’ll walk you through the simple steps on how to create training modules for employees. 

1. Define the Training Objectives

Before you start designing the content, you need to understand why the training is being created and what the participants are expected to learn. Without clear objectives, your training will lack direction and purpose. 

So, start by identifying your target audience. Ask yourself questions like:

• Who is your training module for?
• Are you training new employees, existing ones, or customers?

Identifying the audience will help you shape the content according to their experience level and need. After this, set clear and measurable goals such as what specific skills or knowledge the participants should gain by the end of training. 

Use SMART goals (Specific, Measurable, Achievable, Relevant, Time-bound). For instance, instead of saying, “Training employees on safety,” you could set a goal like “Ensure that all employees pass the safety compliance test with a score of 90% or higher.”

To gather information, you can simply conduct surveys, interviews or meetings to gather information about what your audience already knows and what they need to learn. 

According to a recent survey, three-fourth of companies (75%) that invested in training programs reported that they saw an increase in employee productivity, performance and retention. 

2. Choose the Type of Training Delivery

There are various ways you can deliver the training but choosing the right one will depend on your audience, the material, and available resources. We’ve already discussed a few of the types earlier but let’s just have a quick recap of the training types.

• Instructor-Led Training (ILT): This is traditional face-to-face training, often delivered in classrooms or conference rooms. It’s best for interactive sessions, group activities, and in-depth discussions. 
• E-Learning: Online modules or courses that participants can complete at their own pace. This method is cost-effective and scalable but requires an LMS to allow organizations to track progress and completion. 
• Blended Learning: A combination of in-person training and online content. This method is particularly effective for complex topics where you need both hands-on training and self-paced learning. 
• Microlearning: This method focuses on delivering content in small, digestible chunks. Microlearning can be delivered through videos, quizzes, and infographics and is ideal for reinforcing key concepts. 

Studies reveal that 34% of large companies use blended learning methods to deliver training programs.  

3. Create the Training Content

You’re on the right path. Now that you’ve defined your delivery method, you need to create the content that’ll help with the actual training. The best advice here would be to keep things simple and avoid jargon. Your goal should be to make sure learners understand the skills training. 

Moreover, people learn better when the material is engaging and interactive. In fact, according to reports, interactive modules are up to 60% more engaging. This means that employees retain more information through it. 

Here are some content types you can consider: 

• Videos: Highly effective for demonstrating processes, procedures or soft skills. 
• Quizzes: These provide instant feedback and keep learners engaged.
• Infographics: Helps with understanding complex information and retaining it. 
• Case Studies/ Real-life Examples: They make the learning experience more relatable and applicable to real-world situations. 
• Interactive Activities: Such as role-playing or group discussion, especially for soft skills training. 

List the core concepts you need to teach and break them down into modules or lessons. For example, if your training is about customer service, your modules could be “Communication Skill”, “Handling Difficult Customers”, and “Building Rapport”.

If you’re looking for the best way to do this, head to our training module creator to create AI generated training videos in just a few clicks.

4. Develop an Assessment and Evaluation Plan

It’s crucial to have to assess whether the training was effective. Evaluations help measure the success of your training module. A couple of ways you can do it include: 

• Formative Assessments: These are smaller quizzes or activities that help reinforce learning as the training progresses.
• Summative Assessments: At the end of the training, you should have a final assessment, such as a test or project. It’s done to evaluate whether learners have gained the knowledge and skills.
• Surveys and Feedback: After the training, ask participants for feedback on the training materials, delivery methods, and any areas that need improvement.

To help you out, we have the best AI Quiz Generator that’ll help you assess how much your employees are learning through training. 

5. Choose the Right Tools and Technology

If you’re delivering your training online or using any form of technology, you need to select the right tools to manage the content and track performance. The best tools for this are: 

• Learning Management System (LMS): Platforms that allow you to upload content, track learner progress and manage assessments all in one place.
• Authoring Tools: These tools help you create eLearning modules, quizzes and interactive content. 
• Communication Tools: For communicating live with instructors during sessions and discussions. 

For example, Coursebox offers an AI LMS that has everything one needs to create and manage a training program. 

6. Evaluate and Improve the Training

Once the training module is complete, it’s time to roll it out to your audience. This is the last step where your training finally pays off. 

Let participants know when and how the training will take place. Provide them with all the necessary instructions, such as how to log in, where to find materials and any prerequisites. If you’re using an LMS or another platform, track who has completed the training and which learners might need additional support. 

Also, be available at all times to answer any questions or provide help to learners who are struggling. This could include a Q&A session, offering one-on-one time, or creating a discussion forum.

Use our AI Assessment Tool to grade students automatically. You’ll also get access to an AI Chatbot that would help answer questions in real-time. 

Start Creating Your Training Modules with Ease

Creating an impactful and engaging training module is crucial for businesses and educators looking to make a lasting impression on their learners. However, it can be quite stressful to build and manage training content manually.

But we have the perfect solution for you — Coursebox. Our AI-powered training platform allows you to generate interactive courses, assessments, and videos in minutes.

Don’t let the complexities of course creation hold you back. Sign up for Coursebox today for free!

FAQs

1. How long should a training module be? 

A training module should ideally last 30 to 90 minutes, depending on the complexity of the topic. For focused learning, you should use shorter modules (20 to 45 minutes). Meanwhile, for in-depth topics, you must use longer ones (up to 90 minutes). Keeping sessions concise helps maintain engagement and retain information.

2. How do I choose the best training module for my team?

First, identify the skill gaps in your team. For more technical roles, prefer technical training, while it’s better to use soft skills training if the role includes handling customers. You can mix multiple approaches, like training and assessments, to improve the training modules. 

3. How do I evaluate the success of training programs?

Success can be measured through employee assessments, post-training performance reviews, and feedback surveys. You can also compare pre- and post-training metrics like productivity and task efficiency to ensure your company’s goals are met. 

4. What’s the most cost-effective training method for small businesses? 

One of the most cost-effective training methods for small businesses is eLearning. Small businesses can easily use free or low-cost platforms like Coursera, Udemy and Coursebox to provide quality training without incurring high expenses.