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Training Strategy / Approach Template
Define a clear training strategy with delivery methods, ownership, and success metrics using this Training Strategy / Approach Template.
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Training Strategy / Approach Template
Organization/Company: [Company Name]
Program/Initiative Name: [Training Program Name]
Owner: [HR/L&D/Department]
Prepared By: [Name]
Date: [Date]
Version: [v1.0]
1. Purpose and Goals
1.1 Purpose: [Why this training exists].
1.2 Goals:
[Goal #1]
[Goal #2]
[Goal #3]
2. Target Audience
2.1 Audience Groups:
[Group #1] (e.g., new hires, managers, frontline staff)
[Group #2]
2.2 Prerequisites (Optional): [Required knowledge, access, certifications].
2.3 Training Volume (Optional): Estimated participants: [Number] per [month/quarter].
3. Scope and Content Outline
3.1 In Scope: [Topics included].
3.2 Out of Scope: [Topics excluded].
3.3 Learning Outcomes:
Participants will be able to: [Outcome #1]
Participants will be able to: [Outcome #2]
4. Delivery Methods
4.1 Formats (Select All That Apply):
☐ Self-paced modules ☐ Live workshops ☐ Recorded sessions ☐ Mentorship/shadowing ☐ On-the-job tasks ☐ External courses
4.2 Delivery Plan (Brief):
Week/Phase 1: [Format + topics]
Week/Phase 2: [Format + topics]
Ongoing: [Refreshers]
4.3 Accessibility and Remote Considerations (Optional): [Time zones, captions, accommodations].
5. Roles and Responsibilities
5.1 Program Owner: [Role] – accountable for outcomes.
5.2 Trainers/Facilitators: [Names/roles].
5.3 Managers: [Responsibilities].
5.4 Participants: [Attendance, completion, follow-through].
5.5 Support (IT/HR): [Access, tools, scheduling].
6. Tools, Materials, and Resources
6.1 Training Materials: [Docs, slides, LMS modules].
6.2 Systems/Tools Needed: [Software, accounts].
6.3 Budget (Optional): $[Amount] + approvals.
7. Timeline and Cadence
7.1 Launch Date: [Date].
7.2 Training Cadence: ☐ One-time ☐ Monthly ☐ Quarterly ☐ Ongoing.
7.3 Key Milestones:
Content drafted by: [Date]
Pilot session by: [Date]
Full rollout by: [Date]
8. Measurement and Evaluation
8.1 KPIs (Select All That Apply):
☐ Completion rate ☐ Assessment scores ☐ Skill demonstration ☐ Manager feedback ☐ Time-to-productivity ☐ Error reduction ☐ Other: [KPI]
8.2 Evaluation Plan: [How KPIs are collected and reviewed].
8.3 Feedback Loop: [Survey timing, retros, improvements schedule].
9. Risk and Mitigation (Optional)
9.1 Key risks: [Low adoption, scheduling conflicts, limited trainer capacity].
9.2 Mitigation: [Plan].
10. Approvals
10.1 Approved by: [Name/Title] on [Date].
Signatures
Prepared By: [Name]
Date: [Date]
Signature: ___________________________
Approved By (Optional): [Name]
Title/Role: [Title]
Date: [Date]
Signature: ___________________________
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Learn more about
Training Strategy / Approach Template
Click below for detailed info on the template.
For quick answers, scroll below to see the FAQ.
Click below for detailed info on the template.
For quick answers, scroll below to see the FAQ.
TRAINING STRATEGY / APPROACH TEMPLATE FAQ
What is a training strategy or approach document?
A Training Strategy (or Training Approach) document explains how an organization plans and delivers training. It defines the goals, the audience, how training will be delivered, who owns it, and how success will be measured. It’s useful for onboarding programs, compliance training, skill development, and large rollouts.
When should you use a training strategy template?
Use it when you’re launching a new training program, standardizing training across teams, rolling out a new system/process, or building a recurring training calendar. It helps align managers, HR, and trainers before content is created.
What should be included?
Include: training objectives, target audience, content scope, delivery formats, learning resources, training schedule, roles and responsibilities, evaluation methods, and continuous improvement. This template includes practical sections you can complete quickly.
How do you measure training success?
Common measures include attendance/completion, quiz scores, skills demonstrations, on-the-job outcomes, manager observations, and performance metrics. This template includes a section for KPIs and feedback loops.
Who should own the strategy?
Typically HR/L&D owns the framework, while managers own job-specific training. This template includes role ownership so execution is clear.
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