how to design a training program plan for 2019
1. Strategic Framework and Objectives for a 2019 Training Program
The year 2019 represented a pivotal moment for corporate training, when organizations increasingly demanded measurable impact, scalable delivery, and aligned learning experiences that could keep pace with rapid business changes. Designing a training program plan for 2019 requires a strategic framework that ties learning outcomes directly to business goals, workforce planning, and performance metrics. This section lays out a robust approach to defining scope, identifying stakeholders, and establishing the anchor objectives that guide every subsequent decision. A strong framework begins with business alignment, then moves into learner analysis, content mapping, and success criteria. By treating the program as a strategic initiative rather than a one-off event, you create a sustainable pipeline of capability development. To start, articulate the top three business outcomes the training should influence (for example, reduce time-to-market by 15%, improve first-time quality by 20%, or raise customer NPS by 10 points). Translate these outcomes into measurable learning objectives using SMART criteria (Specific, Measurable, Achievable, Relevant, Time-bound). Map each objective to job roles and tasks, creating a competency ladder that clarifies progress from novice to expert. Build a stakeholder engagement plan that includes executives, department heads, HR, L&D teammates, and frontline managers. Establish a governance cadence: quarterly reviews, monthly analytics, and a shared dashboard so sponsors can see progress at a glance. Key steps you should implement:
- Perform a consolidated needs assessment from multiple data sources: performance reviews, LMS analytics, customer feedback, and task analysis.
- Create a 90-day learning roadmap that prioritizes high-impact modules first and sequences content to support on-the-job practice.
- Define success metrics across Kirkpatrick levels (reaction, learning, behavior, results) with pre- and post-measurement plans.
- Allocate a learning budget with explicit cost-per-learner targets and a plan for reuse and scalability of content.
- Establish change management practices to minimize adoption risk and maximize transfer to work.
1.1 Needs assessment and alignment
The needs assessment is the backbone of the training plan. In 2019, organizations increasingly demanded data-driven decisions, not intuition. Gather inputs from three primary sources: executives (strategic priorities), managers (operational gaps), and learners (perceived obstacles). Use a mix of surveys, interviews, task analyses, and performance data to identify the gap between current and required performance. A structured job-task analysis helps to translate tasks into learning objectives and skills. When documenting findings, categorize gaps by impact (high/medium/low) and urgency, then prioritize for the first release. Best practices:
- Deploy blended assessment instruments to capture quantitative and qualitative insights.
- Cross-validate findings with at least two independent data sources to reduce bias.
- Document assumptions and validate them with stakeholders in a short alignment workshop.
1.2 Designing objectives and alignment
Once needs are identified, translate them into SMART objectives and link them to observable performance indicators. For each objective, define the minimum viable knowledge, skill, or behavior change required, and specify the evidence that demonstrates mastery. Build a competency model that maps levels (novice, intermediate, proficient, expert) to learning activities and assessment methods. Use Bloom’s taxonomy to structure cognitive levels—from remembering and understanding to applying, analyzing, evaluating, and creating—ensuring the curriculum fosters higher-order thinking where needed. Practical example: Objective: "Improve incident response time by 25% within three months." Learning activities: a) scenario-based simulations, b) guided decision-making with checklists, c) after-action reviews. Assessments: timed drills, accuracy of decisions, and a post-test with scenario-based questions. Set a review point at six weeks with a dashboard showing time-to-detect, mean time to respond, and error rate. Tips for 2019 design:
- Define objective-aligned micro-learning chunks to support just-in-time practice.
- Incorporate formative checks (quizzes, simulations) to gauge progress without penalty to motivation.
- Document how each objective ties to a business metric to enable ROI calculations later.
2. Curriculum Architecture, Delivery Modes, and Evaluation in 2019
With a strategic framework in place, the next focus is curriculum design, delivery modalities, and evaluation plans that reflect the capabilities and constraints of 2019. This era emphasized blended learning, modular content, accessibility, and data-driven optimization. A well-architected curriculum enables reuse across cohorts, scales with demand, and adapts to evolving business priorities. It also supports learners in real-world contexts, encouraging deliberate practice and on-the-job transfer. Key components include modular design, competency-based sequencing, and a governance model that sustains continuous improvement. The delivery mix in 2019 favored a combination of asynchronous micro-learning, live virtual sessions, and hands-on simulations. Evaluation programs extended beyond satisfaction surveys to measure observable behavior change and business results. Consider how technology choices—LMS platforms, content authoring tools, and analytics dashboards—intersect with instructional strategy to create an accessible, engaging, and measurable program. A practical example: A multinational retailer implemented a blended onboarding program for store managers. They used short, on-demand modules for core skills, weekly live coaching, and in-store practice with feedback. Over nine months, they reported a 32% improvement in compliance audit scores and a 20% increase in new-store launch speed. The key was modular content that could be repurposed for different regions and roles, plus an analytics layer that tracked performance improvements against defined metrics. Visual element description: Diagram of curriculum architecture showing modules, sequences, prerequisites, and delivery methods. Each module is linked to a competency and a measurable assessment, with icons for video, live session, simulation, and on-the-job project.
2.1 Curriculum design and sequencing
Curriculum design should balance breadth and depth, ensuring critical competencies are mastered first while allowing for specialization. Design a modular structure that supports iterative releases and regional customization. Create a sequencing plan that starts with foundational modules, followed by role-specific deep-dives and compound projects that integrate multiple competencies. Include practice environments that mimic real tasks, enabling deliberate practice and rapid feedback loops. Best practices:
- Use backward design: define performance outcomes, then plan assessments and learning activities that lead to those outcomes.
- Incorporate micro-learning for complex topics to improve retention and engagement.
- Version content to reflect changes in policy, tools, or market conditions, maintaining a change log for transparency.
2.2 Delivery methods and platforms in 2019
Delivery in 2019 favored blended experiences. Asynchronous micro-learning supports flexible schedules, while synchronous sessions provide social learning and accountability. Simulations and scenario-based assessments bridge the gap between theory and practice. When selecting platforms, prioritize accessibility (mobile-friendly), interoperability with existing systems (HRIS, LMS, CRM), and analytics capabilities for measuring impact. Data privacy and compliance are essential considerations, especially for regulated industries. Implementation tips:
- Co-design content with subject-matter experts and frontline learners to ensure relevance.
- Leverage analytics to identify modules with high drop-off rates and iterate quickly.
- Offer optional coaching and mentoring to reinforce learning and support transfer to work.
2.3 Evaluation plan and metrics
A rigorous evaluation plan combines Level 1 (reactions) through Level 4 (results) assessments. In 2019, many programs moved beyond satisfaction surveys to include objective performance measures, behavior changes, and business impact. Establish baselines before training begins and schedule follow-ups to capture long-term effects. Use a mix of quantitative metrics (time-to-competence, defect rates, sales performance) and qualitative insights (peer feedback, supervisor observations). Practical approach:
- Define a KPI dashboard aligned with business outcomes and update it quarterly.
- Use A/B testing for content effectiveness when feasible (e.g., two different module formats).
- Conduct post-training follow-ups at 30, 60, and 90 days to assess transfer and reinforcement needs.
Frequently Asked Questions
FAQ 1: How do you define measurable outcomes for a training program?
Measurable outcomes start with business impact. Identify 2–4 quantifiable metrics per objective (e.g., time-to-competence, error rate, customer satisfaction, revenue per employee). Link each metric to a clear data source (LMS analytics, performance metrics, customer feedback) and establish a baseline, target, and a timeline for evaluation. Use SMART objectives and create a simple dashboard to visualize progress for all stakeholders. Regularly revise targets based on new business priorities and learning progress.
FAQ 2: What is the best way to conduct a needs assessment?
Best practice combines quantitative and qualitative methods. Start with executive interviews to capture strategic priorities, then gather input from managers and frontline staff through surveys and focus groups. Use task analysis and job observation to identify essential skills, and triangulate data from performance metrics and support tickets. Deliver a concise findings document with prioritization, assumed hypotheses, and recommended interventions. Validate findings with a quick stakeholder workshop to secure alignment and commitment.
FAQ 3: How to choose between in-person and online training?
Choice depends on learning objectives, audience, content complexity, and logistics. Use a blended approach when possible: core knowledge via asynchronous modules, interactive sessions for practice and collaboration, and on-the-job projects for transfer. Consider accessibility, cost, and scalability. For high-stakes or safety-critical topics, favor in-person or high-fidelity simulations with structured practice and assessment. Always provide equivalent learning outcomes across formats to ensure parity.
FAQ 4: How to design for different learner types?
Adopt a learner-centered design that accommodates diverse preferences—visual, auditory, reading/writing, and kinesthetic. Use multiple representations of content (videos, text, diagrams) and offer choices in how to demonstrate mastery (quizzes, simulations, projects). Create learner personas, map them to learning activities, and provide optional coaching or mentoring. Ensure accessibility (alt text, captions, screen-reader compatibility) to reach all employees.
FAQ 5: How to ensure transfer of learning to job performance?
Transfer is driven by deliberate practice, reinforcement, and real-world application. Include on-the-job projects, reflection prompts, and supervisor feedback as part of the learning journey. Design post-training support structures such as coaching, peer communities, and performance support tools. Measure transfer through supervisor observations, performance data, and customer outcomes. Align incentives and recognition to reinforce new behaviors.
FAQ 6: How to calculate the ROI of training?
ROI calculations compare the monetary benefits of improved performance to the program costs. Use the formula ROI = (Net Benefits / Costs) x 100, where Net Benefits include increased productivity, reduced error costs, and higher retention. For more robust analyses, apply the 10- or 12-month post-implementation horizon, use control groups when possible, and incorporate intangible benefits with a transparent scoring model. Combine ROI with utility analysis to capture non-financial value as well.
FAQ 7: What are common pitfalls in training program design?
Common pitfalls include insufficient leadership sponsorship, unclear objectives, one-size-fits-all content, lack of follow-up, and poor measurement. Also watch for scope creep, over-reliance on one delivery modality, and content that is not aligned to real job tasks. Mitigate by establishing a clear governance structure, conducting pilot tests, and maintaining a living design document that evolves with feedback and results.
FAQ 8: How to maintain relevance in a 2019 context with rapid tech changes?
Maintain relevance through modular content that can be updated quickly, a strong feedback loop with managers and learners, and ongoing partnerships with product, IT, and operations teams. Implement a rolling update process for content, with quarterly reviews and an editorial calendar. Use analytics to identify modules that lag in adoption or performance and revise them promptly. Embrace micro-learning and on-demand resources to stay aligned with changing tools and workflows while preserving core competencies.