Free tool
A free employee training plan template you fill in right here: write who learns what and why to get totals by budget, people and formats, a plan check, a monthly calendar, a table for Excel and a training needs survey.
No sign-up. Everything is calculated in your browser, and plans and amounts are not sent anywhere.
Related courseLearning and Development Manager: from diagnosis to results10 lessons: diagnosis and the goal of training, program design, transfer of learning to work, support after training, evaluating effectiveness and the training strategy of the company. Homework check and a diploma after the course. $390, 1 year of access.See the course programStart from a ready-made plan and adjust it — or click “Start from scratch”. The amounts in ready-made plans are made up: replace them with your own.
One row is one piece of training. What matters in a row is not the course title but the “why”: which work problem is behind it and how you will know the training helped.
The table pastes into the first cell of an Excel or Google Sheets file — the columns line up on their own.
A training plan is built from work problems, not from a course catalog. Ask employees which tasks are hardest and what helped them from past training — and compare the answers with what the manager sees.
Six questions: hardest tasks, skills to develop, preferred format, time for learning and what helped before. Google Forms and Microsoft Forms build the form from a prompt.
How it works
An employee training plan is a list of who learns what and when in a team or company, what it costs and why it is needed. A good plan starts from work problems: every row has a reason and a way to check that the training helped.
The builder puts such a plan together: you write the rows, and it adds up the budget and hours, shows the split by people and formats, finds training with no purpose and lays everything out by month. A survey built from a ready prompt collects what employees need.
It is a table: who learns what, in which format and when, what it costs and why it is needed. It shows where the training budget goes and what result is expected.
Start from work problems, not from a course catalog. Ask managers and employees which tasks are hardest, and write next to each row of the plan which problem it solves.
Write down in advance what will change: a metric, a date or a fact. For example, the share of tickets closed with the first reply. The builder flags rows that have no such measure.
Not only courses. A skill sticks through work, so a course needs a mentor or practice on a real task next to it. The builder warns you when the plan has neither.
Add up the cost of every row and compare it with the amount you have. The builder shows what is left or how far you are over, and the split by people and formats. Hours spent in working time are a cost too, even though they are not in the budget.
With a short survey: hardest tasks, skills to develop, preferred format and time for learning. The builder gives you a ready prompt for Google Forms and Microsoft Forms.
We will help you choose a course for your goal and answer questions about the subscription — in any messenger you prefer, during business hours.