4 steps and 4 tips for designing a training module that engages learners

Today's companies have grasped the key role played by professional training, both in the smooth running of their business and in motivating their employees.

Faced with this reality, they are becoming more and more active in developing their own learning pathways, in line with their challenges, relying in particular on tools such as LMS (Learning Management Systems).

The training module is one of the pillars of these pathways. Mastering its design means ensuring that knowledge is passed on perfectly.

So what is a training module ? And how can it be designed to produce training that your employees will never forget?

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What is a training module?

Training module: definition

Integrated into the overall training path, the training module defines a self-contained unit designed to impart knowledge and skills on a specific subject.

In other words, it is used to break down and structure a broader learning programme, with the aim of :

• make teaching more digestible ;
• to enable each individual to improve their skills on a topic-by-topic basis.

5 examples of training modules

To give you a better idea of what we're talking about, here are a few examples of training modules that could make up a course on developing managerial skills:

• Conducting one-to-one interviews ;
• Team conflict management ;
• Leadership and assertive communication;
• Performance assessment;
• Constructive feedback techniques.

Objectives and impact of the professional training module

Each training module has a clear objective:

• to pass on to employees (or reinforce) a skill that can be used directly in the field ;
• update their knowledge in the light of changes in their profession and in society (hello artificial intelligence, to name but one);
• prepare for certification, where appropriate.

Designing a good training module therefore means participating in the culture of employee development, through skills enhancement. It's a win-win situation for both the organisation and its employees, because it :

• enables us to stay up to date and innovative, and thus maintain a strong position in the face of the competition ;
• encourages employee commitment, making them more productive and, above all, more loyal!

Composition of the training module

Each trainer is free to structure the training module as he or she sees fit.

However, the following 3 components are often found:

• The initial assessment phase, used to identify the learner's skills and needs. This phase can take the form of quizzes, open questions, etc.
  
  
• The learning phase. Here, the participant gets to the heart of the matter and discovers new concepts before putting them into practice. They are taught in stages, using a variety of structured content (texts, videos, serious games, etc.).
  
  
• The final evaluation phase, to check that the learning objectives have been achieved.

How do you design a training module that will engage your employees?

Step 1 - Define the objectives of the module

The first thing to do is to ask yourself what the objectives of the training module are. In other words, what is the employee supposed to have learned by the end of this unit?

To do this

• start with the problem to be solved in your company ;
• then take stock of the skill levels of the employees involved in solving the problem.

The result will be precise objectives, ideally SMART 😉

Stage 2 - Creating and structuring the content

Once the objectives have been set, it's time to create and structure the content.

Here, everything must be designed to make learning more dynamic, with a focus on progression. Each stage must guide the participant, without losing them, as they memorise the course.

Let's imagine a training module on time management. It could contain the following sequences:

• Identifying the sources of time wasting;
• Prioritising tasks;
• Using a planning tool.

💡 How do you present a teaching module ? Start by clearly stating its objectives and what the participant will learn. Then briefly describe its content as well as the teaching methods deployed (duration, format, assessments, etc.).

Step 3 - Apply the right teaching methods

There are several teaching methods to choose from, depending on the target audience and the context.

More specifically, there are :

• face-to-face, which encourages direct interaction and group dynamics ;
• distance learning, which is more flexible and accessible online, perfect for geographically dispersed learners or those working from home;
• blended learning, which combines both live exchanges and independent work;
• asynchronous training, which has the advantage of allowing employees to progress at their own pace.

At the same time, it is important to vary the teaching aids used. Text, video, podcasts, computer graphics, interactive quizzes... diversity keeps curiosity alive!

Step 4 - Incorporate assessments into the training module

Training does not stop at imparting knowledge. It's important to check that the skills have been acquired.

To do this, include several types of assessment:

• the initial assessment, which measures the starting level so that the course can be adjusted if necessary ;
• formative assessments, throughout the module, to support and correct ;
• the final assessment, which officially validates what has been learnt.

But there's no question of turning this exercise into a nightmare worthy of the worst surprise tests in secondary school! 😱 Instead, opt for fun assessments, designed solely to encourage progress, not to stress the employee.

Teaching module: 4 good practices to be aware of

#1 Get learners involved

Who hasn't complained at school because they didn't understand the practical application of a given lesson (the famous "it's useless")? Well, it's the same with adults.

So, within each training module, create opportunities for employees to put their newly-learned knowledge into perspective, to anchor it in a real situation (using interactive activities in particular).

But involving learners also means encouraging collective emulation and collaboration. That's why we advise you to plan group work or workshops, where ideas can be exchanged.

#2 Be flexible

A good training module adapts to the pace and profile of each learner.

Why not opt for adaptive learning? This innovative approach allows you to adjust the content in real time. How do you do this? By analysing the employee's responses and preferences, the IT system used proposes personalised resources.

For sure, this tailor-made learning will boost the commitment and efficiency of your employees!

#3 Putting technology to work in your training module

Technology makes it much easier to implement the good teaching practices mentioned above, particularly in terms of interaction and flexibility.

The Learning Management System (LMS) comes to mind in particular, as it is an ideal ally in the design and delivery of training modules. More specifically, this is a platform that enables learners to :

• access learning content
• take part in learning activities
• benefit from support throughout the course.

💡360Learning is an excellent example of a Learning Management System, combining rapid training creation and collaborative learning. Thanks to the contribution of artificial intelligence, it takes just 7 minutes to create a module. This time saving makes it easier to adapt continuously to the realities on the ground. What's more, by focusing on collaborative learning, this LMS greatly encourages learner commitment (91% completion rate compared with an average of 21%).

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#4 Don't neglect human support

Training is not just about imparting content: it's also about supporting employees throughout their career to prevent demotivation, among other things.

This support can take several forms:

• a tutor or adviser available to answer questions ;
• personalised coaching sessions
• regular feedback on progress made;
• a forum where participants can share experiences and best practice.

☝️ Don't neglect this follow-up, as it creates a real human link in the face of the loneliness that sometimes weighs on employees in the digital age.

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The training module in a nutshell

You now know how to create an e-learning training module, but above all how to make it more attractive: with the right content, the right structure and the right practices (flexibility, collaboration, etc.).

By applying our advice, you'll be able to build a training programme that has a real impact and ensures that your employees are fully engaged in their learning journey. The result: a solid increase in skills, which will be as beneficial for the company as it will be for the employees.