According to a Deloitte research study of working professionals, “opportunity to learn” is among the most attractive perks an employer can provide. It is critical to provide employees with pertinent content in order for a training program to be effective.
In this blog, we’ll learn how to create a training module to keep your employees focused and engaged.
Before we start with how to create a training module, let’s understand the meaning of it.
Table of Contents
What is a training module?
A training module is an online learning element that specializes in a particular goal. Therefore, it is aimed at teaching a particular subject. Thus, every module is like a chapter that leads to another. Training modules, once viewed as a whole, comprise an extra layer of expertise and tell a full story.
A complicated course may be divided into modules, and each module may hold a lot of courses or learning objects. Nevertheless, which are even relatively small aspects of educational content.
Six steps to creating a training module
Let’s take a glance at how to create a training module, one point at a time. Please remember that the early steps are much more about preparation than the actual process of developing training modules. They do, nevertheless, lay the groundwork for strong product execution. Don’t skip them.
Step 1: Identify the issue
The very first principle of successful training is to fix the correct business issue!
Interaction is the starting point for high-quality training. To overcome business challenges, you must first recognize the problem and how it impacts work performance. Among the first, the challenge in developing a training module would be to enquire deeply, interrogating open-ended questions to determine:
- What really is the cause of the problem at hand?
- What expertise or skills are required to close this gap?
- What is the real depth of understanding or performance of your employees?
- What is the anticipated depth of understanding or performance for your employees on this subject?
The responses you receive will make sure that you have a straightforward knowledge of the business issue and will assist you in developing learning goals for your training program and modules.
Step 2: Create a SMART goal
A training purpose and objective validates the purpose for teaching and communicates the training module’s focus. The primary objective must define the abilities, expertise, or perks that the student will obtain by completing this module. Reckon SMART for the optimal outcomes and set a goal that is:
A SMART goal motivates employees by demonstrating “what’s in it for me” within this training module.
Step 3: Develop the appropriate training module
After you’ve investigated the issue and determined your goal, you’re able to create a training module!
The key to creating excellent training is to fit the appropriate type of module to the learning task at hand.
To create a training module, first, you have to decide how you’ll be conducting your module. Will it be in the form of:
- Live sessions
- Sd cards
Just to spice things up, Graphy, being an all-in-one platform, offers rich multimedia courses along with branded websites and mobile apps. Graphy not only offers advanced marketing and sales tools and features but also robust security and customer support.
Step 4: Modification as well as feedback
The very first edition of your training module is complete. It’s the moment to send your first draft to subject matter experts (SMEs) as well as stakeholders for input and consent. Expect your collaborators to provide a lot of advice on your early efforts! Even if you’ve diligently addressed every bit of advice from your SMEs and stakeholders, people could still have more knowledge to share with you after reviewing the first draft of your training module.
To minimize becoming trapped in countless feedback loops, most L&D teammates will adhere to a three-step design procedure termed alpha/beta/gold:
- The alpha draft is the first draft of a training module. An expert instructional designer ought to be able to generate an alpha draught that is 75-80% accurate. This is generally where your SMEs will provide the most input.
- The beta draft is the amended second edition of a training module. If you got good reviews from your expert after the first round, your beta version of the training module ought to be 95-98 percent accurate. As a result, you should have very few modifications at this moment.
- The gold version is the final report. Except your SMEs overlooked critical information during earlier seasons of review, the gold version ought to be 99-100 percent accurate. The gold draught should be reviewed fairly rapidly by SMEs and stakeholders. Once your partners approve the gold version of your training module, you will have a fantastic training module that is fully prepared for employees.
Step 5: Conduct a test audience pilot
As a best practice, you must pilot certain new training before implementing it throughout your organization. The primary purpose of testing is to have an extra layer of evaluation and to determine whether or not employees can achieve the intended performance goals.
To begin with, choose a test audience comprised of a small group of employees from your company. Your viewer will not have a lot of expertise on your subject and should be able to explore the training without preconceived notions of what it should be like.
Seek feedback from your test group. Discover what they found interesting about the training as well as what they think might be enhanced. If the test audience seems unable to meet the destined performance targets after successfully completing the module, evaluate the analysis measures to determine where the shortfalls may be. Collaborate with your SMEs and stakeholders to detect errors and enhance the overall training experience as well as your training module.
Step 6: Finish the project, upload it, and launch it.
You’re prepared to make the “final final” edition of your training module and publish it to the learning management system at this point (LMS). You might also want to organize an official roll-out of the new training with your:
- Business associates,
- Change management, or
- Project management.
You also might want to continue providing comprehensive reporting on learning usage and outcomes 30 days, 60 days, and 90 days since your program’s launch. Tracking data for on-the-job performance measures is an excellent way to demonstrate the impact of training on employee progress and real work achievement.
How can Graphy help you with launching the training module?
Graphy, being an all-in-one platform, lets you create, sell, and launch your training module within a few minutes by providing the following features:
- Branded website and mobile app.
- Rich multi-media courses
- Advanced marketing and sales tools and features
- Multi-layer content security
- 24*7 customer support
- Integrated payment gateways
- County-specific pricing
- Personal dedicated manager
- community and engagement, and many more.
So what are you waiting for? Create a training module on Graphy, sell the module on Graphy, and market the module on Graphy. With no credit card required, you can take a 14-day trial as well. Explore the platform by just signing up like the other 40000+ creators.