Employee Training and Development Checklist

Table of Contents

    According to LinkedIn’s 2018 Workplace Learning Report, 93 percent of employees are more likely to stick with a company if it invests in their careers. This can be achieved by deploying an organization’s resources to devise a proper employee training plan. Employee training and development serve as a solid foundation for a thriving modern organization. To attract, retain, and motivate a workforce, training serves not as a luxury but as an absolute necessity. 

    Training arms employees with the technical expertise required to perform their specific roles efficiently. It provides a structured pathway for individuals to acquire new knowledge and skills, shaping their growth within the organization. On the other hand, development goes beyond skill acquisition; it shapes attitudes and ensures holistic employee growth. A well-planned and implemented training program boosts employee confidence and morale and prepares them well to do their job self-sufficiently. 

    Employee Training and Development Policy Sample

     Employee training and development policy, also known as a ‘Staff Training and Development Policy’ is the bedrock of an organization’s learning strategy. It serves as a strategic guide, outlining educational goals, training activities, financial support, certifications, and other vital aspects of employee training and development. It is essential for improving performance, nurturing skills, and aligning with the organization’s mission and goals. 


    This policy’s main objective is to ensure the training, development, and allocation of company resources are executed fairly and seamlessly regardless of employee background and roles. 


    (Company Name) training and development policy applies to all the employees based in the office, working from home, new and old employees. 

    Policy Statement:

    At (Company Name) we are committed to the all-around development of our workforce, we believe in our employees’ capabilities and that together we can achieve our goals, vision, and mission. 


    The eligibility criteria for our training program are as below: 

     The employee must;  

    • Participate in the training program whether on probation or have confirmed as a full-time employee 
    • Must be available or bound to work for at least 6 months post-training 
    • Training is an integral part of the employee’s learning and development 
    • Demonstrating satisfactory performance and behavior in the workplace  


    • Employees are requested not to take leaves that are not urgent in order to attend training regularly 
    • Leave encashment is not applicable during the training period 
    • 10% of learning is expected from formal training events 
    • 20% of learning is imparted through working with a mentor or more experienced colleagues 
    • 70% of learning happens indirectly through on-job and off-job interactions 
    • Training requests must be approved at any cost by the reporting managers and directors 
    • Post-training an evaluation assessment must be completed by all the trainees mandatorily 

    Responsibilities & Reporting:

    The HR manager is responsible for ensuring the policy complies with relevant laws and is effectively implemented and monitored. 

    Related policy and documents:

    List of other policies and documents that should be considered with this policy, including staff terms and conditions, performance appraisal, equal opportunity, grievance, and code of conduct policies. 


    Components of a Training and Development Checklist


    Employee training and development are pivotal for organizational growth. A well-structured training and development (T&D) checklist can ensure that your programs are efficient, effective, and aligned with your company’s objectives. Here’s a breakdown of the essential components to include in your T&D checklist: 

    Needs Assessment: 

    • Understanding your organization’s training needs is the first crucial step. 
    • Conduct a thorough assessment of your organization’s skills and knowledge gaps. 
    • Collect feedback from employees to understand their individual training needs. 
    • Ensure that the identified training needs align with your company’s strategic objectives. 

    Goal Setting: 

    • Setting clear goals ensures that your T&D program addresses the identified needs. 
    • Define clear, specific, and measurable learning objectives for each training program. 
    • Ensure that these objectives are relevant to both the employee’s role and the organization’s goals. 
    • Set a timeframe for achieving these objectives to create a sense of urgency and focus. 

    Training and Development Resources:  

    • Having the right resources is crucial for successful implementation. 
    • Develop or procure high-quality training materials (e.g., manuals, videos, presentations). 
    • Select knowledgeable and skilled trainers or facilitators. 
    • Ensure trainers are available when needed. 
    • Arrange suitable training venues or online platforms. 
    • Verify that any necessary technology or equipment is in working order. 
    • Allocate a budget for training resources and expenses. 

    Methods and Techniques: 

    • Offer a mix of training methods (e.g., in-person, e-learning, on-the-job) to accommodate different learning styles. 
    • Clearly communicate the training schedule, expectations, and benefits to participants. 
    • Tailor training methods to match the specific needs of the audience. 
    • Continuous evaluation ensures the effectiveness of your T&D efforts. 


    • Regularly assess the effectiveness of the training program through surveys, assessments, and feedback. 
    • Measure employee progress against established objectives. 
    • Use evaluation results to make improvements and updates to future T&D programs. 
    • Determine if the training has resulted in the desired employee development and organizational improvements. 

    Employee Training and Development Checklist


    Employee training and development are crucial for the growth and success of any organization. To ensure your training programs are effective and comprehensive, it is essential to have a well-structured checklist. 

    • Conduct a thorough assessment of the skills and knowledge gaps within your organization. 
    • Identify specific areas where employees require training and development. 
    • Define clear and measurable learning objectives for each training program. 
    • Ensure that these objectives align with the organization’s goals and the employee’s role. 
    • Tailor training programs to the needs of different employee groups or departments. 
    • Customize content and delivery methods to suit the specific learning styles of your workforce. 
    • Develop or source high-quality training materials, such as manuals, videos, and interactive modules. 
    • Ensure that these materials are up-to-date and easily accessible to employees. 
    • Utilize a variety of engaging training methods, including in-person sessions, e-learning, webinars, and on-the-job training. 
    • Choose trainers and facilitators who are subject matter experts and skilled in adult learning principles. 
    • Provide them with ongoing training to improve their teaching abilities. 
    • Implement regular assessments and quizzes to gauge employee progress. 
    • Pair employees with mentors or coaches to provide personalized guidance and support. 
    • Foster a culture of mentorship within the organization. 
    • Offer ongoing training and development opportunities beyond initial onboarding. 
    • Encourage employees to pursue certifications, attend conferences, and engage in self-directed learning. 
    • Define key performance indicators (KPIs) to measure the effectiveness of training programs. 
    • Track employee performance and development progress to assess the impact of training. 
    • Regularly review and update training programs based on feedback and evolving organizational needs. 
    • Create a feedback loop to ensure continuous improvement. 
    • Implement a system for recognizing and rewarding employees who excel in their training and development efforts. 
    • Ensure that all training programs comply with relevant laws and regulations. 
    • Address any legal or ethical considerations that may arise during training. 
    • Allocate a budget and necessary resources for training and development initiatives. 
    • Ensure that funds are used efficiently to maximize the impact of training programs. 
    • Schedule regular reviews of your training and development checklist to make updates as needed. 
    • Create reports that summarize the effectiveness of training efforts for management and stakeholders. 

    Employee Pre-Boarding Training

    Employee pre-boarding training is a vital step that happens between when someone accepts a job and their official start date. During this time, new employees get valuable information and tools to prepare for their new roles. They learn about the company’s culture, values, and rules, and get some initial training.  

    Employee Pre-boarding Training Checklist: 

    • Send a welcome email with the start date and key contacts. 
    • Share employment contracts and paperwork. 
    • Provide the employee handbook and key policies. 
    • Initiate computer and email setup. 
    • Share training materials and resources. 
    • Give a walkthrough of a training curriculum. 
    • Introduce company culture and values. 
    • Arrange virtual meet-and-greet sessions. 
    • Provide workspace details. 
    • Explain benefits and enrollment. 
    • Outline training dates and times. 
    • Share workplace safety info. 
    • Explain communication tools. 

    Training on Company Policies and Procedures

    Company policies and procedures can be overwhelming sometimes for the employee to read and understand on their own. Having a training plan on company policy and procedures ensures that all employees understand and adhere to the organization’s guidelines, fostering a harmonious and compliant work environment. 

    Here are a few company policies that you can train your employees on: 

    Employee Code of Conduct Policy: 

    An Employee Code of Conduct Policy is a set of guidelines that explain how employees should behave while they are at work. It covers diverse topics like following the law, dressing appropriately, being responsible for their actions, avoiding conflicts of interest, and not taking financial gains that could affect their job.  

    Anti-Harassment and Non-Discrimination Policy: 

    Training employees on anti-discrimination and harassment policies is crucial. It keeps the organization legally compliant, reduces the chances of workplace incidents, creates a safe and inclusive environment, lowers liability risks, promotes diversity, boosts employee morale, and enhances the company’s reputation. 

    Health and Safety Policy: 

    An employee health and safety policy is a document that identifies the objectives, responsibilities, and arrangements for managing health and safety in the workplace. The law requires employers to have a written policy if they have five or more employees. The policy must also require employees and contractors to comply with safe work practices, report any hazards, and cooperate with the employer on health and safety issues. Hence it is important to have a training plan that includes a comprehensive health and safety policy curriculum. 

    Attendance and Punctuality: 

    This training typically covers the importance of reliability, how attendance impacts team dynamics, and the potential consequences of consistent tardiness or absenteeism. It also helps employees understand how to report absences or request time off, fostering a culture of transparency and accountability. Such training contributes to a more productive and efficient workplace, where everyone recognizes the significance of their role in maintaining a dependable and punctual workforce. 

    IT and Data Security Policy: 

    IT and data security policy ensures compliance with data protection standards and regulations. A well-informed workforce contributes to building trust with customers, safeguarding against threats to data confidentiality, integrity, and availability, and reducing the risk of security incidents. Employee training in IT and data security is a fundamental component of an organization’s comprehensive data protection strategy. 

    Training on Company Policy and Procedures Checklist: 

    • Identify and update all relevant company policies and procedures. 
    • Set clear training goals to improve compliance and enhance workplace effectiveness. 
    • Develop accessible training materials, including manuals and presentations. 
    • Ensure policies align with legal requirements and ethical standards. 
    • Select appropriate training methods and create engaging content. 
    • Plan training sessions with accessible options for all employees. 
    • Choose knowledgeable trainers and provide them with policy details. 
    • Announce training purposes and benefits to employees. 
    • Encourage participation, Q&A, and feedback during sessions. 
    • Require signed acknowledgments from employees. 
    • Assess employee understanding and gather feedback for improvements. 
    • Plan periodic refresher sessions and keep materials up to date. 
    • Ensure materials are accessible to all employees. 
    • Address diversity, equity, inclusion, and legal/ethical policies. 
    • Educate employees on reporting violations and establish clear procedures. 

    Job-Specific Training

    On-the-job training (OJT) is a vital method for acquiring job-specific skills in a realistic work environment. It involves hands-on learning guided by supervisors or experienced colleagues, focusing on task performance rather than presentations or worksheets. OJT exposes new employees to work procedures, expectations, and equipment operation, typically spanning days to weeks. It begins with shadowing and progresses to supervised independent work, providing practical experience like daily job demands. OJT stands out for its ability to offer immediate application of knowledge using actual tools and equipment, making it distinct from online courses or seminars. 

    By following these steps, companies can make sure that new employees receive good training that matches their job needs and helps them grow in their careers. 

    Orientation and Company Overview

    • Welcome and introduction to company culture, values, and mission. 
    • Overview of the organization’s history, structure, and key stakeholders. 
    • Introduction to the team and colleagues. 

    Role-specific Policies and Procedures

    • Review and understanding of job-specific policies and procedures. 
    • Compliance training for any industry-specific regulations. 
    • Explanation of relevant safety protocols. 

    Equipment and Tools

    • Training on how to operate any specialized equipment or tools required for the role. 
    • Familiarization with software, systems, and technology used in the position. 
    • Troubleshooting and basic maintenance procedures. 

    Job Tasks and Responsibilities

    • Detailed explanation of daily tasks and responsibilities. 
    • Demonstration of key job functions by an experienced colleague or supervisor. 
    • Practice sessions to perform essential tasks. 

    Customer Service and Communication

    • Customer service guidelines and communication etiquette, if applicable. 
    • Training on how to interact with customers, clients, or colleagues. 
    • Role-specific communication channels and protocols. 

    Product/Service Knowledge

    • In-depth understanding of the products or services associated with the role. 
    • Information on product/service updates, features, and benefits. 
    • Handling common customer inquiries related to products or services. 

    Sales and Marketing (If Applicable)

    • Sales techniques, strategies, and product knowledge, if applicable. 
    • Marketing materials and strategies for promoting products or services. 
    • Sales scripts or guidelines for client interactions. 

    Reporting and Documentation

    • Explanation of reporting requirements and documentation procedures. 
    • Training on record-keeping, data entry, or any specific reporting tools. 
    • Accuracy and compliance in reporting. 

    Safety and Emergency Procedures

    • Safety guidelines and procedures relevant to the role. 
    • Emergency response protocols and evacuation procedures. 
    • First aid training, if necessary for the role. 

    Performance Expectations and Goals

    • Clearly defined performance expectations and key performance indicators (KPIs). 
    • Discussion of short-term and long-term performance goals. 
    • Alignment with the organization’s overall objectives. 

    Assessments and Feedback

    • Schedule periodic assessments to gauge job competency. 
    • Encourage open communication for feedback and improvement. 
    • Review progress and address any additional training needs. 

    Additional Resources

    • Provide reference materials, manuals, and guides for the job. 
    • Information on relevant training courses, workshops, or certifications. 
    • Encourage self-directed learning and skill development. 

    On-the-Job Training

    • Allow time for supervised on-the-job training and shadowing. 
    • Mentorship opportunities with experienced colleagues, if applicable. 

    Completion and Certification

    • Ensure that the employee has completed all required training modules. 
    • Issue a certificate of completion or job-specific training acknowledgment.

    Performance development:

    Performance development is a dynamic process designed to increase a person’s knowledge, skills, and talents to promote continuous improvement and meet corporate goals. It includes a variety of elements, such as product and service training, which is essential for giving employees the knowledge they need to be successful in their jobs. Employees learn about goods and services in-depth through structured training programs, grasping their characteristics and advantages. As well as enabling them to efficiently address client needs, such training cultivates the skills required for both personal and professional development. In essence, performance development promotes a culture of continual learning and achievement inside a business through its emphasis on skill development and product/service training. 

    Performance Development Training Checklist: 

    • Identify performance issues and offer timely feedback. 
    • Create a performance and development agreement and plan. 
    • Clearly define performance expectations. 
    • Address any non-work-related factors affecting performance. 
    • Allow a reasonable period for self-correction. 
    • Define expected performance with measurable outcomes. 
    • Identify performance gaps between expectations and status. 
    • Determine the necessary support for the employee. 
    • Set the duration of the Performance Improvement Plan. 
    • Outline strategies to achieve expected performance. 
    • Implement the agreed-upon Performance Improvement Plan. 
    • Schedule and conduct regular review meetings. 
    • Provide constructive feedback at each meeting. 
    • Address any issues, barriers, or concerns raised by the employee. 
    • Evaluate the employee’s performance in each improvement area. 
    • Document the outcomes of each meeting. 
    • Conduct a final review meeting. 
    • Summarize the overall assessment of work performance. 
    • Determine whether the employee’s performance meets expectations. 
    • Resume regular performance monitoring and development. 
    • Extend the Performance Improvement Plan period if required. 


    Benefits and Employee Resources

    In today’s tough job market, it is hard for companies to find and keep great employees. To solve this problem, companies are learning that they need to give their employees good benefits and helpful resources. These two things are called “employee benefits” and “employee resources.” 


    Employee Benefits: 

    Health Insurance: Companies give health insurance to their workers so they can go to the doctor or hospital without paying a lot of money. It helps employees and their families stay healthy. 

    Retirement Plans: Retirement plans like 401(k)s help employees save money for when they’re older and stop working. Companies often put money into these plans, too, to help their employees have a secure future. 

    Paid Time Off (PTO): PTO means that employees get time off with pay. They can take vacations, stay home when they’re sick, and enjoy holidays without losing money. 

    Dental and Vision Coverage: Companies sometimes pay for dental check-ups and eye care to help employees stay healthy and see clearly. 

    Life and Disability Insurance: This insurance helps employees and their families if something bad happens, like if they can’t work because they’re sick or if they pass away. 

    Wellness Programs: These programs encourage employees to be healthy. They might have activities like exercise challenges or tips for eating well. It helps employees stay in good shape and saves money on healthcare. 


    Employee Resources

    Employee Handbook: This is like a guidebook that tells employees about the company’s rules, how things work, and what is expected of them. It helps everyone understand what is going on at work. 

    Employee Assistance Programs (EAPs): EAPs offer private help and support to employees going through tough times, whether it is personal problems or work-related stress. It shows that the company cares about their well-being. 

    Mentorship and Support Networks: Companies create programs where employees can learn from more experienced colleagues or connect with others who have similar interests. It helps people feel like they belong and grow in their careers. 


    Leadership Development

    Leadership development is crucial for individuals to grow and thrive in leadership roles. This checklist outlines key steps and considerations for fostering leadership development, including the skills and knowledge needed and methods to facilitate growth and development as leaders. 

    Leadership Development Training Checklist


     Identify Leadership Skills and Knowledge 

    • Define the specific leadership skills and knowledge areas relevant to your organization’s goals and culture. 
    • Consider both technical and soft skills, such as communication, decision-making, emotional intelligence, and strategic thinking. 

    Self-Assessment and Goal Setting 

    • Encourage individuals to conduct self-assessments to identify their strengths and areas for growth as leaders. 
    • Collaboratively set clear and achievable leadership development goals based on self-assessment results. 

    Mentoring and Coaching 

    • Establish mentoring and coaching programs where experienced leaders guide and provide feedback to emerging leaders. 
    • Encourage regular one-on-one sessions to discuss progress, challenges, and personal development. 

    Leadership Training Programs 

    • Develop or provide access to leadership training programs, workshops, and seminars. 
    • Ensure that training covers leadership theories, practical leadership skills, and real-world case studies. 

    On-the-Job Learning 

    • Create opportunities for leaders to gain hands-on experience by assigning them challenging projects or leadership roles. 
    • Provide regular feedback and support during on-the-job learning experiences. 

    Cross-Functional Experiences 

    • Encourage leaders to work in cross-functional teams or departments to broaden their perspective and adaptability. 
    • Foster collaboration and the exchange of knowledge across different parts of the organization. 

    Peer Learning and Feedback 

    • Establish peer learning groups where leaders can share experiences, challenges, and best practices. 
    • Encourage peer feedback sessions to provide constructive insights and foster a culture of continuous improvement. 

    Leadership Assessments 

    • Periodically assess leadership effectiveness through self-assessments, peer assessments, or 360-degree feedback. 
    • Use assessment results to identify areas for further development. 

    Leadership Resources and Tools 

    • Provide leaders with access to leadership resources, books, articles, and online courses. 
    • Offer leadership development tools, such as self-assessment surveys or leadership competency models. 

    Celebrate Leadership Achievements 

    • Recognize and celebrate leadership achievements and milestones. 
    • Highlight success stories to inspire and motivate others to invest in their leadership development. 

    Continuous Evaluation and Adaptation 

    • Regularly evaluate the effectiveness of leadership development initiatives and adjust them as needed. 
    • Stay updated on emerging leadership trends and adjust the checklist accordingly 

    Additional Training (Based on organizational requirements)


    Communication Skills Training: 

    This program focuses on improving written and verbal communication skills. It helps employees communicate professionally with colleagues and clients and emphasizes active listening. 

    Time Management Training: 

    A program to enhance productivity, punctuality, and stress management. It teaches employees to meet deadlines, delegate tasks, and reduce workplace stress. 

    Training on Diversity: 

    Promotes equity, inclusivity, and cultural awareness in the workplace. This also encourages employees to embrace diverse perspectives and create a cohesive work environment. 

    Emotional Intelligence Training: 

    Develops emotional intelligence for better interpersonal relationships. Enhances self-awareness, empathy, and positive interactions. 

    Employee Engagement Training: Trains employees on involvement and feedback skills. 

    Encourages active participation, feedback exchange, and understanding of their role’s value. 


    Companies are valued not only by their physical assets but also by the knowledge bank they possess. A highly effective method to improve and maintain an organization’s knowledge bank is to consistently implement training and development initiatives. It is essential to realize that weakly trained employees can result in higher costs for the organization than the cost of investing in a training program. 

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