How do you create a training program that meets your educational objectives?

Adapting your training program to modern learners and professional practices is more than necessary. By taking your training, these people want to evolve with the job market and accelerate the development of skills they don't have.

To achieve your pedagogical objectives and meet their expectations, your program needs to be perfectly structured. The objective? To avoid situations where everyone drops out within the first few hours. How do you design a training program that ticks all the boxes? Discover the steps and tips for drawing up an effective, impactful program! 👊

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What is a training program?

Training program: definition

Much more than a simple course outline, a professional training program also addresses the objectives, modalities, resources and pedagogical tools implemented by the training organization. Your training program must therefore :

• propose the training content with a logical progression,
• identify the training objectives for the learner,
• present the appropriate methods,
• ensure that professional learning meets the expectations of participants and companies.

Who draws up the training program?

👥 Ultimately, creating a training program requires the involvement of several players, from conception to validation:

• trainers and instructional designers: a training manager helps define the guidelines, content, activities and modalities of the training project.
• training organizations: they check that the programs correspond to their pedagogical orientation and comply with regulations.
• employers and HR departments: if the training takes place at company level, they are involved in creating a training program based on the needs and experience of their employees.
• certification bodies: some training courses undergo evaluation according to specific criteria to qualify for a recognized label (Qualiopi, France Travail certification or eligibility for the Compte personnel de formation, or CPF, for example).

What's the difference with a training plan?

These two concepts are often confused, but they're not the same thing!

1. A training plan is a bit like a restaurant menu: it's the training catalog offered by the center.
2. A program, on the other hand, is more like the details of a dish. The plan defines the training courses, while the program structures them.

What are the objectives of a training program?

An effectively designed training program must meet several objectives:

✅ First of all, the most obvious is to ensure that participants' skills increase, by clarifying information on what will be concretely mastered at the end of the training course.

✅ Secondly, the program must respect the pedagogical commitment:

• by adapting teaching to the diversity of profiles in the field (professionals, students, trainees, etc.),
• ensuring consistency between modules,
• by offering different learning methods (e-learning, role-playing, etc.),
• and by enabling skills to be assessed and validated at the end of training.

✅ Finally, the last objective is sometimes to meet regulatory requirements: by complying with the standards in force for certain certification courses, and by aligning the content with the sector's trade and skills reference frameworks. The learner is guaranteed to receive quality training in line with market expectations.

Two training courses on the same subject may therefore be very different, but they will always be built around the same guidelines.

What is the content of a training program?

Your training program should represent the framework, with the essential elements, but it should also be able to undergo changes as required.

The essential elements of a training program

When a participant is looking for a vocational training program, he or she will be interested in a number of key points:

• Each module must have a concrete goal and allow for evaluation. We avoid vague formulations that promise to make us better, and establish the precise framework of the training, with clear and precise pedagogical objectives. For example, it's best to indicate the necessary prerequisites and specify exactly what the participant will be taught.
• Training duration and format. Distance learning and face-to-face training do not require the same organization. The pace of the course must be adapted to the participant's availability and level.
• Few people appreciate 3-hour lectures with no discussion or breaks. Offer varied content and professional-quality materials. Demonstrate that no one will be bored with you, thanks to videos, interactive quizzes, small role-playing games or specific situations.
• Assessment and validation of acquired skills. In many cases, the aim is to demonstrate the value of the knowledge acquired to clients or employers by means of an assessment. Certification or an attestation of achievement at the end of the training course are welcome. 🥇
• The price of a training course is rarely a detail, and it inevitably counts when it comes to making a choice... It's therefore necessary to be very clear before enrolling. Indicate the cost of the proposed service and the payment options (all-inclusive, per module...). Also specify possible means of financing: with the CPF, skills operators - OPCO, financing by the company, etc.

Go further with program customization and adaptation

Because effective training is training that adapts to the level of its audience, the program must include :

• Modules that can be adapted to suit different profiles. For example, a beginner and an expert will not follow the same training path. Flexible sessions are essential. Different educational approaches can therefore be proposed, as well as advanced options to adapt as closely as possible to the expectations of the parties involved.
• Room for participant feedback and discussion. A good training program is flexible. Its format adapts according to feedback, needs and trends. It can't be rigidly designed, otherwise it will be seen as obsolete from the outset.
• Support and follow-up by the trainer. Even if everything is fresh in the mind right after the session, many people will forget essential elements instead of acquiring automatisms. Suggest to the people concerned that they leave with a technical support summary each time, or set up another type of training such as coaching. 🤝

How to draw up a training program

1. Define needs and objectives

Make a diagnosis of expectations, a real one, not just a quick questionnaire.

🎯 We need to understand what future learners are looking for: what they already know, what they want to learn, and what motivates them.

2. Determine the training framework

Organize the program into logical modules.

Our tip: opt for dynamic sessions with a variety of activities and formats, alternating between theory and practice.

3. Choose training media and methods

Paper document, downloadable file, mobile application, e-learning... You need to decide how the training will be accessed.

4. Plan assessments and validations

Test professional knowledge at the end of the session, and think about issuing attestations or certifications to justify the acquisition of this new knowledge.

5. Test and adjust the program

Honest feedback will enable you to adapt the program after each session, trying not to take offence if you're told that "it was a bit long". 😅

Sample program to inspire your training courses

Here's a sample structure for a training program:

Training program: Mastering project management

• Total duration: 4 weeks (4 modules)
• Format: Mix of face-to-face and distance learning
• Learning objective: To effectively manage a project by mastering planning, resource management, risk management and performance monitoring.
• Target audience: Project leaders, managers, contractors, anyone involved in project management.

Practical information

• Locations for face-to-face sessions: Paris & Lyon
• Access to distance learning modules: e-learning platform
• Certification: Certificate of achievement
• Training price: €2,500 excl.
• Possible financing: CPF, company, France Travail

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Professional training: what a program!

There's nothing worse than a shaky training program that doesn't keep its promises. A good program is solid: structured, clear and designed with learners in mind.

To remain effective, it must evolve, adjust to needs and be tested before deployment. A successful training program is one that achieves its objective, without wasting time. And it's also one that makes you want to come back for more!