Employee education doesn’t stop after onboarding — it’s a continuous process that fuels long-term success.
Companies that invest in thoughtful employee training and development programs can foster a culture of continuous learning to
support workplace productivity, efficiency, and innovation. These efforts signal that leaders are committed to helping everyone reach their full potential. When given opportunities to grow, employees are more likely to stay with the company,
increasing retention and engagement rates.
To upskill their teams, employers must carefully design company training programs that evolve with their workforce’s needs. Here’s how HR teams can leverage training and development to create a supportive environment for sustained growth.
What are employee training and development programs?
Training and development programs are structured learning initiatives designed to build competencies. While closely connected, training and development serve different purposes throughout the
employee experience.
Training focuses on job-specific tasks, whereas development programs are future-focused and prepare employees for new responsibilities. Examples of training include software tutorials for a tech team or reviews of safety protocols for warehouse staff. In contrast, employee development programs may consist of leadership workshops, mentorships, or stretch assignments that expand employees’ current capabilities and prepare them for future roles.
When combined, training and development programs ensure employees are confident performing their daily duties and prepared to meet tomorrow’s challenges.
11 types of employee training and development programs
Companies consider multiple factors — including business goals, employee experience, and specific team needs — when deciding which types of employee training and development are most appropriate. Here are common varieties and the functions they serve.
1. Onboarding
This initial training session helps new hires learn foundational information, including the company’s core values, communication channels, and expectations for their roles. When successful,
onboarding sets a positive first impression and creates a smooth transition into day-to-day operations.
2. Technical training
Employees tasked with specialized responsibilities often require technical training to ensure they work efficiently, accurately, and safely. This type of training is often required to operate heavy machinery, interact with software programs, or understand complex scientific principles.
3. Soft skills training
Interpersonal skills don’t always come naturally. Although they’re harder to quantify, qualities like communication, teamwork, and emotional intelligence translate to more effective collaboration and a more positive workplace experience.
4. Safety training
Essential in industries like construction and healthcare, safety training equips employees with the knowledge they need to prevent hazards and respond appropriately to emergencies.
5. Leadership development
For emerging leaders or current managers, a leadership development program can help strengthen their skills for guiding teams and making tactical choices. Key areas addressed typically include decision-making, conflict resolution, and strategic thinking.
6. Sales training
Sales training helps teams build confidence by focusing on product knowledge, sales strategies, and customer engagement. Techniques such as role-playing, active listening, and objection-handling are commonly used to develop negotiation and persuasion skills.
7. Diversity, equity, and inclusion (DEI) training
DEI training fosters a more respectful and inclusive workplace by promoting cultural awareness and addressing unconscious bias. These programs help employees recognize the value of diverse perspectives and create space for open, constructive dialogue — strengthening team dynamics and workplace culture.
8. Reskilling
Often introduced in response to technological advancements or changing business needs, reskilling teaches employees new skills to transition into different roles. In addition to helping businesses adapt to restructuring and shifting priorities, it also reduces new hiring costs.
9. Compliance training
Compliance training ensures employees understand the laws, regulations, and company policies relevant to their roles. These programs promote ethical behavior, reduce legal risks, and cultivate a culture of accountability — especially important in highly regulated industries like finance, healthcare, and manufacturing.
10. Customer service training
Frontline employees shape the customer experience — and training is essential to help them do it well. These programs build communication, empathy, and conflict resolution skills, enabling employees to handle tough conversations and strengthen customer loyalty through every interaction.
11. Cross-training programs
Cross-training gives employees the opportunity to learn different roles within the organization, increasing flexibility and resilience. By rotating team members through various functions, companies can create more agile workforces, support career growth, and maintain productivity during absences or high-demand periods.
Examples of employee training and development methods
Just as there are different types of training and development programs, the methods used to deliver them can also differ widely. From hands-on instruction to digital learning, each approach has its strengths depending on the program’s goals, employees’ learning styles, and the company’s work environment (e.g. hybrid, remote, or in-office). Choosing the right delivery method ensures that training is not only engaging but also effective in building lasting skills and knowledge.
E-learning
An e-learning module uses computers and mobile devices to deliver learning content to employees. The digital nature of this training method makes it scalable and cost-effective — particularly suitable for geographically dispersed teams, allowing employees to learn at their own pace and revisit content as needed.
Microlearning
Microlearning breaks down information into short, focused lessons that typically last just a few minutes. This method is ideal for reinforcing key concepts and increasing knowledge retention without overwhelming employees. It often implements just-in-time learning, which presents contextually appropriate training exactly when its needed.
On-the-job training (OJT)
OJT pairs employees with a supervisor or experienced peer who helps them learn new skills in real-time. This method is most effective when skills or tasks are best learned through practical application (e.g. manufacturing, customer service, or technical support).
Mentoring and coaching
For more personalized training sessions, employers pair newer employees with skilled professionals for one-on-one guidance and real-time feedback. Mentoring typically focuses on long-term career development, whereas coaching tends to be more goal-oriented and performance-driven.
Blended learning
Blended learning combines in-person instruction with digital learning methods to offer employees greater flexibility while leveraging the benefits of both methods. Employees enjoy the structure and personal interaction of in-person sessions while also getting the convenience of online content.
Workshops and seminars
Workshops and seminars are in-person or virtual group training sessions led by subject matter experts. Event hosts often use interactive and collaborative learning practices (e.g. discussions or real-time Q&As) so
employees feel motivated and engaged while learning.
Key considerations for a successful training and development program
Comprehensive training and development programs require more from employers than simply sharing high-quality content. Although accurate and actionable knowledge is vital, leaders must implement strategies to ensure they help support employees retain these new skills.
1. Align employee training with business goals
If training initiatives aren’t relevant to an organization’s objectives, they aren’t serving their primary purpose. Clearly aligning each course to desired outcomes ensures companies see a tangible ROI for their efforts, in terms of sustained growth and productivity.
2. Understand the team’s training needs
Surveys and interviews can uncover areas of concern across departments and identify the most appropriate training options. Leaders must pay careful attention to team members’ performance challenges, skill gaps, and career aspirations to develop modules that resonate.
3. Offer a mix of learning methods
People learn in different ways. Some prefer hands-on experience, while others thrive in self-paced online courses. By offering a variety of learning modalities, companies have more opportunities to meet employees where they are and help them learn in the most effective environment.
4. Involve management and leaders
When leaders actively participate in training, it sends a strong message that employee development is a top priority. Managers can also help identify skill gaps, track progress, and steer training toward core work goals.
5. Measure effectiveness with employee surveys
After each training session or development initiative, leadership should conduct anonymous surveys to find out what worked well and pinpoint areas for improvement. With consistent, unfiltered feedback, companies can continuously refine their training to meet employee needs and fulfill long-term objectives.
Support employee growth with help from EarnIn
Employee training and development are a key part of building a skilled, confident workforce, but they’re just one part of the equation. Just as professional development supports career growth,
financial wellness provides the stability that allows employees to stay focused, engaged, and present at work.
That’s why employers are turning to financial wellness benefits like EarnIn to complement their engagement strategy. EarnIn offers a suite of financial tools that give employees flexible access to their earnings before payday to cover everyday costs, like gas and groceries, as well as unexpected expenses. Employees can access up to $150 per day, with a max of $750 between paydays, and get paid the same day they work, starting at $3.99 per transfer.
In addition, employees also have access to
Credit Monitoring,
which helps them track their credit score and
Balance Shield,
which helps protect them against overdrafts. These tools can help your team better manage their finances.
When paired with robust training initiatives, EarnIn’s financial wellness tools help foster a more empowered, productive, and supported workforce — all at no cost to employers and with no integration required. Discover how easy it is to offer
EarnIn to enhance your employee experience.
Please note, the material collected in this post is for informational purposes only and is not intended to be relied upon as or construed as advice regarding any specific circumstances. Nor is it an endorsement of any organization or services.
This Blog was sponsored by EarnIn. While the author received compensation, the information shared is grounded in independent research and intended to provide helpful and accurate guidance to readers.
EarnIn is a financial technology company, not a bank. Banking services are provided by our bank partners on certain products other than Cash Out.
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Lightning Speed Fee Table and
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