Training concept

The key to successful training

Man creates a training plan for his eLearning on his laptop

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Definition
Use cases
Benefits
Step-by-step guide to creating a training concept
Practical tips
The bottom line

A training concept is the plan that determines the success of your training measures. Whether at work, at school, or as part of a vocational qualification, a good training concept is the foundation of effective learning. But why? And how do you create one? What are the key steps? In this article, you’ll learn everything you need to know to create an effective training concept—from needs analysis to successful implementation. By the end, you’ll not only have the knowledge, but also practical tips that will pave your way to successful training.

The training concept

What a training concept is and why you need one

A training concept is a well thought-out plan that defines the objective, content, and methodology of a training course. There are many terms that all mean the same thing: training concept, curriculum, education concept, learning strategy… they’re all synonyms. A well-developed training concept helps you create a clear structure, convey learning content efficiently, and achieve lasting learning outcomes.

Good training courses don’t fall from the sky. Anyone who simply plunges into creating one will quickly see themselves lose track of the learning objectives. A training concept brings structure. It ensures that content is conveyed in an understandable, appealing, and targeted manner. The benefit? You save time and money, avoid frustration, and achieve better results.

Use cases for a training concept

A training concept can be used in many different contexts:

Companies use training concepts to induct new employees, train managers, and provide further training for existing teams.
Schools and universities also work with clearly structured curricula to ensure they impart knowledge efficiently.
In continuing professional development, training concepts help staff acquire new qualifications in a targeted manner.

Whether you’re creating a single product presentation or setting up a complete eLearning program, a good training concept adapts flexibly to your needs.

What you can achieve with a good training concept

A good training concept is more than just a formal plan. It has a direct and measurable impact on the success of your training measures. Here are the most important results you can achieve when you have a structured training concept.

Effective knowledge building and skill enhancement

With a clear training concept, you ensure that each piece of content builds on the last and that the participants acquire the necessary knowledge step by step. The targeted use of methods and media makes the content easier to understand and the learning process more effective. The result? Your participants learn faster and retain the knowledge for longer.

Clear target attainment

A training concept helps you define measurable learning objectives. By specifying which skills your participants should gain by the end of the training, you can precisely monitor their learning outcomes. Without clear objectives, training courses run the risk of diluting the content and missing out on achieving the desired learning goals.

Higher levels of motivation and engagement

Training courses that are well thought-out and structured have a motivating effect. A good training concept ensures that participants understand the purpose of the training and know why they are learning. This increases engagement significantly, especially when content is taught in a practical and interactive way. Your participants are more motivated and more actively involved, which not only improves their learning outcomes, but also their satisfaction.

Improved knowledge transfer

Often, the biggest challenge with training courses is putting what has been learned into practice. A training concept that specifically integrates practical examples, case studies, and exercises helps participants apply what they have learned in their everyday working lives. A well thought-out concept consolidates the knowledge and enables the participants to apply their new skills confidently and self-assuredly.

Uniformity and quality assurance

A training concept ensures that training courses are of a uniform quality regardless of the trainer or lecturer delivering them. The concept sets out what content is to be taught and how. This ensures the quality of the training and that the participants receive a consistently high quality of learning regardless of who conducts the training.

Time and cost savings

Without a concept, training quickly becomes inefficient. Content is covered twice, important points are forgotten, or the training takes too long. A structured training concept saves time as it provides clear guidelines as to what should be covered and in what depth. This not only minimizes effort, but also saves costs, as planning errors are avoided and training is more precise.

Long-term development and employee retention

A well thought-out training concept not only helps staff achieve short-term learning outcomes, but also forms part of their long-term development. Well-planned training ensures that your employees learn new skills, strengthen their existing ones, and grow professionally. This, in turn, boosts employee loyalty as professional training opportunities are an important criterion for many specialists when it comes to deciding on a company to work at.

Verifiable success with measurable results

A training concept helps you to precisely measure your learning outcomes. Targeted evaluation methods (e.g. tests, feedback questionnaires, practical exercises) provide you with clear feedback as to whether the training objectives have been achieved. This means you can demonstrate the success of your training measures and continuously improve your training courses.

Steps for creating a successful training concept

Five steps to creating training courses using icons: 1. Analyze learning needs, 2. Design the training, 3. Develop the training, 4. Conduct the training, 5. Evaluate the training.

Step 1 – Analyze learning needs

The first step in creating a training concept is to perform a detailed needs analysis. The aim here is to define the framework and objectives of the training.

What is the aim of the training?
Define exactly what the participants should know or be able to do by the end of the training. These learning objectives should be specific, measurable, and realistic.
Who is the target group?
Analyze exactly who will be attending the training. What prior knowledge do the participants have? What are their expectations? Knowing your target group helps you tailor your content precisely.
Which skills do you want to develop?
Think about which specific skills or knowledge you want the participants to acquire. This could range from specialist knowledge or soft skills to practical capabilities.

A thorough needs analysis lays the foundations for the entire training concept and prevents the training from missing the mark.

Step 2 – Design the training

Once you have determined the learning requirements, the next step is to design the training concept. This is when you determine how the training will be structured and which methods will be used.

Which format is the most appropriate?
Decide on the right training format for you: Should it be a traditional classroom training course? Or is eLearning more suitable? Perhaps a blended learning approach that combines online and face-to-face phases makes sense.
How will you organize the learning process?
Think about how you can structure the content in a sensible way. What needs to be learned first so that participants understand more complex topics later on? A clear structure helps build up the learning process logically.
Which methods and media will work best?
Choose the right methods (lecture, group work, case study, etc.) and media (videos, presentations, worksheets) to convey your learning content. Make sure the chosen methods suit the target group and provide variety.

The design phase provides the framework for the course and gives you a clear idea of how the content will best be conveyed.

Step 3 – Develop the training

Now it’s time to go into detail and develop the training course itself. This step is very practical, as you’ll be creating the material you need for the training.

What materials need to be created?
Develop presentations, worksheets, videos, or other training materials. Make sure they’re easy to understand and align with the learning objectives.
What training content is required?
Write a detailed script or agenda describing the exact course of the training. You should define precisely which topics will be covered, when, and how.
What resources are needed?
Think about which technical aids and tools you’ll need. These might be an LMS (learning management system), a webinar platform, or an authoring tool for creating eLearning content. Also plan your time resources: How much time do you have available and how long should the individual training phases last?

The development process ensures that all your content is precise and perfectly coordinated.

Step 4 – Conduct the training

Now it’s time to put your plan into action: The training starts now. In this phase, you’ll put the concept into practice and guide the participants through the learning process.

What do you need to organize?
Make sure that the event is well organized. Ensure that all your technical requirements are met and that the materials are easily accessible.
How can you actively involve your participants?
Use interactive methods to actively involve the participants. Ask questions, encourage discussions, and work with practical examples. The aim is to motivate the participants and ensure they really understand the content.
How can you deploy the training flexibly?
Be flexible and respond to your participants’ needs. Sometimes new questions arise or it becomes clear that you need more time to cover certain content. Adapt to the group’s learning progress as you move through the content.

The implementation stage is the core of the training concept and shows how effective your planning has been. This is where the training proves successful or not.

Step 5 – Evaluate the training

Once one training course is finished, it’s time to prepare for the next. Now’s the time to evaluate the success of your program. This step helps you learn from the experience and improve future training courses.

What is the feedback like?
Ask the participants for feedback. What did they like? What did they find difficult? Use feedback forms or digital tools to gather opinions.
Was the training successful?
Check whether the learning objectives have been achieved. This can be done through tests, practical exercises, or final projects. Informal discussions with the participants also provide valuable insights.
Does the training concept need to be revised?
Analyze the feedback and the results of the reviews. Where is there room for improvement? What content needs to be adapted or added? Use these findings to continuously improve and adapt your training concept.

The evaluation phase concludes the process and ensures that you benefit from your experience in the long term. A good training concept is never static. It is constantly evolving.

Practical tips for creating a training concept

Use modern eLearning technologies

Digitalization offers numerous ways to make training more efficient. Utilize proven eLearning tools to make your training courses more varied and flexible:

Learning management systems (LMSs) such as Knowledgeworker Share, eFront, and Cornerstone help you manage courses, organize participant data, and monitor learning outcomes.
Authoring tools such as Articulate 360, Knowledgeworker Create, and Lectora help you create engaging and interactive eLearning content without having to be an IT expert.
Webinar platforms such as Zoom and Microsoft Teams give you the option to conduct training courses online and interact live with participants.

But technology is not an end in itself. Only use the tools that really suit your target group and the content.

Set clear and achievable goals

Without clear objectives, a training concept quickly loses focus. Make sure you formulate your learning objectives in a specific and measurable way.

SMART goals are the key here: specific, measurable, achievable, relevant, and time-bound. Instead of “The participants should be able to communicate better,” your goal should be something like: “After the course, participants should be able to successfully utilize at least five communication strategies in a role play.”
Define sub-goals: Divide larger goals into smaller, achievable steps. This helps you better manage the progress of the training and keep the participants motivated.
Adapt objectives to the target group: Take the participants’ prior knowledge and expectations into account to ensure your goals are realistic and relevant.

Clear goals provide orientation both for the participants and for you as the organizer.

Make sure you use a variety of methods

A training concept is successful if it motivates and appeals to the participants. You should therefore ensure that the methods you use are varied:

Integrate interactive elements: Use group work, discussions, role plays, or case studies to help participants apply what they have learned. This also boosts engagement.
Use visualizations: Use images, diagrams, infographics, or short videos to make content easier to understand and the learning process simpler.
Gamification: Integrate gaming-inspired elements such as quizzes, points, and badges to increase motivation and make learning progress more tangible.

The right blend of methods keeps the training exciting and prevents boredom from setting in.

Feedback is the key to success

Without feedback, a training concept often comes to a dead end. Seek regular feedback to ensure the quality of your training:

Before the training: Conduct a survey to understand the participants’ expectations and wishes. This will help you customize the concept.
During the training: Ask for interim feedback during the training. This enables you to react directly to problems and adapt the content as needed.
After the training: Use feedback forms or digital surveys to obtain honest feedback on the content, methods, and implementation.

Feedback not only helps you improve the current concept, but also provides valuable pointers for future training courses.

Keep the training concept flexible

A training concept should never be rigid. Participants’ needs can change, and new technologies or findings down the road will mean you need to adapt things here and there. So keep your concept flexible:

Regular revision: Review the training concept after each course finishes. Is there any content that needs to be revised or removed? Adapt the concept continuously to ensure it is always up-to-date.
Modules instead of a rigid process: Consider whether you can divide your training into individual modules. This will enable you to respond flexibly to different target groups and swap content out as required.
Integrate current trends: Stay open to new methods and technologies. If best practices change or new findings emerge, don’t hesitate to integrate them into your concept.

Flexibility ensures that your training is not just a one-off success, but remains relevant long-term.

Integrate practical examples

Theory is important, but practice is crucial. Reinforce the learning content with practical examples and exercises:

Real-world case studies: Use examples from your participants’ everyday working lives or the wider industry. This makes the content more tangible and highlights the direct benefit of the training.
Exercises and simulations: Let the participants try out what they have learned for themselves. Simulations and exercises encourage participants to put their new knowledge into practice.
Testimonials and expert opinions: Invite experts along or use testimonials to bring theoretical content to life.

Practical relevance motivates participants and ensures that they retain what they have learned long-term.

Provide a common thread

A training concept should always have a logical structure. A clear common thread helps participants better understand the content and see what they have learned in context:

Stack topics logically: Structure the content so that each topic builds on the one before in a meaningful way. Start with simple basics and gradually work your way up to more complex content.
Maintain coherence: Make sure that all the content is aligned with the defined learning objectives. Avoid unnecessary digressions or irrelevant details.
Include summaries: Conclude each module with a short summary and repeat important points at the end of the training.

A clear workflow makes it easier to maintain an overview and ensure the success of the training.

The bottom line.

A well thought-out training concept is the foundation for successful training. It ensures you have clear objectives, a structured implementation process, and that the new knowledge is retained. With the right planning, you not only save time and money, but also increase your participants’ motivation and achieve measurable learning outcomes. Through the combination of modern technology, practical content, and flexibility, you’ll create a training course that inspires participants and has a long-term impact.