Training is key to a company’s success in creating productive employees. To achieve the desired results, you must have a solid foundation. The foundation is the content of your training program. Before you can begin training content development, there are some things you need to consider. Ten things to consider before you start developing training content.

Why do we give content so much importance?

You can certainly create a guide, or a manual, on how to perform certain tasks and operations in your company.

Modern employees don’t like standard, off-the-shelf content. It is important to speak to your employees, learn their learning style and learning needs, and then create content tailored to their job roles and needs. PD Training will help the employee in learning of new learning style according to their requirement.

It is the hallmark of training content that works.

Keeps employees motivated

Increases knowledge retention

Enhances employee productivity

Encourages Employee Motivation

These are some tips to help you develop training content.

  1. A Business Needs Analysis

Before we can start content development, it is important to first understand the end goal of your business. A new piece of software, for example, has been purchased. Your business requires that your employees learn the functions of the software to be able to perform their tasks efficiently and ultimately improve productivity and save time.

  1. Analyze of Learning Needs

After identifying the business needs, it is time to identify the learning requirements. The software can be broken down into different modules, such as Sales, Purchase, Accounting, and HR. We now need to determine which role within the company needs training in what module(s).

  1. Learner Profile

It is important to realize that not all roles require the same level of training. Each job role is unique and requires different learning requirements. We need to narrow down the areas that require training.

Each employee in the accounts department doesn’t need to be trained on every module. Some employees may only need to be trained on accounts receivable, while others might need training on Accounts Payable.

  1. The Terminal Learning Objectives

After identifying the learner profiles, it is time to determine the overall learning goals for each role or profile. These objectives are what the learner will learn during the training and what they will be able to achieve upon completion.

  1. Enabling Learning Outcomes

These are intermediate goals or milestones that a learner will reach to attain the larger terminal goals. These outcomes are similar to the pieces in a puzzle that make up the larger picture.

  1. Formative Assessments

Formative assessments serve as intermediate checks to make sure the learner has fully understood the information. Each enabling objective should be aligned to at least one question. Many questions can be aligned with an enabling objective. These questions are not scored but provide feedback to reinforce the learning process.

  1. Summative Assessments

Summative assessments align to the terminal goals and touch on the enabling objectives. Summative assessments ensure that the end goal of training is achieved. These assessments are scored and require a minimum score to pass.

  1. Content Outline

After identifying the enabling objectives and deciding on the parameters that we want to test learners on, it is time to identify the topics and subtopics of the training. The content outline should be focused on the learning objectives for the learner to successfully meet them.

  1. Find Possible Sources

This is the treasure hunting part of the exercise. To create the training content, we can look for information with Subject Matter Experts, manuals, government notifications, circulars, or just in our heads. It could be anywhere. It is up to you to find it and record it.

  1. Formatting of Content

We need to understand how the training is delivered. It is always helpful to determine whether the training will be delivered in a classroom, eLearning, or micro learning. This allows us to ensure we have enough information to meet the needs and begin to develop the content.


It is not as difficult as it seems to create the content for an employee program. It is not difficult to create the content for an employee training program. However, it requires a certain amount of expertise to identify and analyze the goals and objectives. A partner with the right skills can do this easily. Employee engagement is a key factor in whether they will be able to stay focused throughout the training program.