From one-off trainings to a system
A typical picture: a training was ordered because “something’s wrong with sales”, and a month later everything was back to how it was. The reason: learning isn’t connected to processes, goals and daily work. A corporate training system answers three questions: whom we teach, what we teach and how we know it worked.
Step 1. Identify the needs
- From business goals: which competencies are needed to deliver the annual plan.
- From processes: where mistakes happen due to lack of knowledge.
- From people: 360° assessment, surveys, conversations with managers.
Step 2. Build a competency map
For each role — a list of knowledge and skills with levels. This is the basis for learning paths and assessment.
Step 3. Choose the formats
| Format | When it fits |
|---|---|
| Online courses in the LMS | Product knowledge, regulations, standards — at scale and fast |
| Live training | Skills: management, sales, communication |
| Mentoring | Onboarding and passing on experience |
| Game formats | Engagement, teamwork, reinforcement |
| Microlearning | Short 5-minute lessons from a phone |
Step 4. Launch a corporate university
A corporate university isn’t a building but a system: a course catalogue, paths by position, in-house trainers and a platform. The platform is a learning management system (LMS) that stores courses, tests, results and certificates.
Step 5. Grow in-house trainers
The company’s best experts are your future trainers. They need to learn how adults learn — that’s what the “Train the trainer” course is for.
Step 6. Add motivation
Adults learn when they see the benefit and their progress. Gamified learning — points, levels, leaderboards and rewards — increases course completion and return visits to the material. More in the article on gamification in corporate training.
Step 7. Measure effectiveness
Kirkpatrick’s classic model has four levels: participant reaction, learning, behaviour change and business results. At a minimum, measure levels two and three: tests and the manager’s observation after 1–2 months.
Where to start this month
- Choose one role with the greatest impact on results.
- Describe its competencies and a 90-day path.
- Launch 3–5 short courses in the LMS and one skills training.
- After two months, compare the group’s indicators before and after.
We help build a turnkey learning system: from a competency map to corporate training and a corporate university in Folck.