Why a training roadmap is important + 5 tips for success

Why a training roadmap is important + 5 tips for success - Centric HR

We cannot stress enough the importance of a training roadmap for new employees, especially if they are young, inexperienced, and fresh out of school or university. We all know that a training plan literally trains employees to do their job but it also has other important benefits. 

So, why is a training roadmap important? Not only does a training plan deliver key information on how to effectively perform their job, deliver key skills, and knowledge about the business, but it also tells a new employee that you value them and their place in the business by putting time and effort into a well thought out plan.

Keep reading to learn more about the importance of an effective training program with Centric HR.


Why a training plan is important 

There are a variety of reasons why training roadmaps are important for new starters, from the obvious literal training and ensuring that new starters can perform their job effectively, to showing company value and culture, and starting off on the right foot by showing your new employees that you value their place in the business.

Training to do the job

You need to ensure that new employees are capable of doing their job effectively, this is where the training roadmap comes in practically. It’s best to have a training plan in place before the new starter arrives so that you can arrange training sessions at appropriate times, with the necessary people. Things can be difficult to plan when you leave it to the last minute!

Begin by identifying the different tasks that the new employee will be expected to perform, then identify the skills required to be able to do them well. Schedule training sessions for these skills and tasks, or create training content that the employee can reference by themselves. Also, ensure to schedule semi-regular updates with the new employee to see how they’re getting on to and to address any issues. 

Not having a training plan in place could suggest to the new employee that their role hasn’t been thought through very well, and could be a sign of bad company values, culture, or at a practical level, efficiency. 

Showcasing company values and culture

Creating a specific training roadmap can show new employees that your company culture and values are not just a marketing exercise. If your company claims to value its people and their development, show them. If you claim to have a culture of support, show them. If your company claims to be efficient and proactive, show them

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Showing that you value them and their role

By having a structured, well thought out training plan for each role, you’re telling new employees that you value them, their role, and the work that they will be doing. It shows a precedent for good things to come, and they are very welcome in the company. 

Employee retention and engagement

To avoid your employees leaving, or to ensure that employees are performing well, you need to show them that they are valued. Planning ahead (even if it’s just a few months) lets them know that you have a plan for them and their future within the company, meaning that they will likely perform better and stick around. 

Stay ahead of the competition

Consider your company goals and objectives when creating your training roadmap. This will allow you to train your new employees in such a way that they are able to help you stay ahead of the competition. Hiring someone with experience may not allow for this as habits are hard to break.

It saves money in the long run

A high staff turnover can be incredibly expensive, therefore spending a bit of time planning ahead and investing in your employees is sure to save you money over time. Showing employees that you value them and are willing to invest in their future.

It can also be cheaper to hire a more inexperienced individual and spend time and effort training them, than hiring someone more experienced.

What is the purpose of a training schedule?

The purpose of a training schedule is to literally train up new employees to be able to do their job well. It also helps you to determine what you require out of them and, as we’ve already mentioned, put your money where your mouth is in terms of values and culture. 

Consider a training program as an investment. In the short term, you’re going to be putting a lot of time and effort into training a new employee to effectively do their job. However, in the long term, providing that you’ve done it right, that employee will be able to contribute to the overall success of the company, bringing in a whole new wave of value. In time, they may also be able to rework the training roadmap, using their own experience as a guide, to train those that come after them. 

How to make a training roadmap

If we’ve convinced you to consider a training roadmap for new employees, but now you’re thinking that you have no idea where to start, fear not. We’ve got you covered. Below we identify the key steps to create a training roadmap.

  1. Identify the different tasks associated with the role. Speak with current employees for assistance if necessary. This is a crucial step.
  2. Identify the skills needed to perform those tasks. Also, identify any tools or programs that a new employee may need to learn how to use. 
  3. Set a time frame for the training. Depending on the role, 2-3 months may be a good option as you’ll want to spread things out a little bit to avoid overwhelming the new employee.
  4. When planning training sessions, begin with the things that a new employee absolutely must know immediately. This will usually involve company procedures, daily operations, policies, etc. 
  5. Next, determine what tasks the new employee will be asked to do within their first month of employment, then set training sessions around these tasks to help them succeed. This could be a one-to-one training session, a video to watch, step-by-step instructions, or allowing the employee to shadow someone performing the task. 
  6. Do the same for tasks that will be asked of the employee further down the line in month 2 or 3.
  7. At the end of each month in the training period, ensure to schedule an update meeting with the new employee. This is an opportunity to address any concerns on either side, discuss development, and a chance to amend the training plan as appropriate. 
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Bear in mind that the above steps for creating a training roadmap are just a guide and will vary by industry, role, and individual circumstances. Centric HR are HR Consultants with years of experience in Attraction and Retention, Employee Engagement, Line Management People Skills, and Personal Coaching of Employees.

Get in touch with us today for more information about how we can help develop a successful training roadmap for new employees. 


5 Tips for Success with Training Roadmaps

We understand that all businesses are different and that they will require different approaches to training plans. But, here are 5 tips for success when developing a training roadmap that should help across the board.

  1. Identify tasks, skills, tools, and other requirements before developing your plan. Speak to current employees and line managers to ensure that you have a full picture of the role before proceeding. This is a crucial step for ensuring that nothing is missed. 
  2. Don’t be afraid to amend the roadmap halfway through. If it’s the first time using the training plan, you should expect to make adjustments based on the feedback gained from the new employee. Be transparent with the new employee and explain what is changing and why. 
  3. Make the training ongoing. Just because you set an initial training period of 3 months doesn’t mean it has to stop there. Ensure that your employees feel comfortable asking for training and support as and when needed. 
  4. It’s important to schedule training logically. Don’t just schedule sessions willy nilly and hope for the best. Schedule training sessions to go alongside specific tasks for best outcomes. 
  5. Schedule training sessions in the calendars of all involved in advances to ensure that every one required is available. Leaving the actual scheduling until the last minute risks other employees being too busy to deliver the training. You also need to give them time to plan their training sessions. 

HR Consultants Staffordshire

Centric HR are experienced HR Consultants in Staffordshire and Birmingham. Our team is here to help you manage your HR function effectively, and can help you to put together a suitable training roadmap for your new employees. 

Get in touch with us today to learn more about our Consultancy and Outsourcing services, and how we can help your business. 


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Picture of Sandra Berns

Sandra Berns

Centric HR was founded by Sandra Berns, a confident and versatile Human Resources and Organisational Development Practitioner with 25 years demonstrable experience and a Fellow of the CIPD. Sandra has both Operational and Strategic HR expertise across Public and Private sectors and has assisted senior teams in meeting challenging workforce objectives in many corporate environments.