Technical Training: Definition, Types, and Program Creation

echnological changes, breakthroughs, and a constant need to have an advantage. They all put quite a pressure on organizations. The adoption of technical training is sure a way to deal with it in the long run.

Technical training helps employees to adapt to trends. It closes skill gaps. It allows the company to remain competitive. Want to know how and explore more?

Read on to learn what technical training is about, its benefits, and solid strategies to create a technical training program.

What is Technical Training?

First, we should resort to some fundamentals, technical training meaning in particular.

Technical training is a specialized training program that teaches employees technical knowledge and skills to implement, maintain, or operate certain technologies or software related to their roles or tasks.

Compared to some other types of training, like leadership or communication training, the technical one focuses on technological aspects. It ensures that employees remain proficient and confident in handling specific tools, systems, and processes.

Thus, such training can include anything from software development and equipment handling to cybersecurity protocols and data analysis, if it is what their position demands.

Benefits of Technical Training

From there, you can highlight the key advantage of technical training: businesses ensure both their workforce and operations remain resilient and future-ready. 

Here is an example. Years ago, training on how to improve employee workflow with AI agents or chats was a privilege. Today, it is a necessity that allows you to keep up with the pace set by tech unicorns.

Nevertheless, let’s classify the benefits of technical training for employees and businesses:

For Employees:

• Enhanced skills: Technical training enables employees with in-depth technical knowledge and practical expertise, boosting confidence in their roles.
• Career growth: Learning new technologies increases employability and opens doors to advanced roles.

For Businesses:

• Increased productivity. Technically skilled employees work more efficiently, reducing errors and downtime.
• Improved innovation: Teams with up-to-date technical skills can adopt cutting-edge solutions, giving businesses a competitive edge.

Types of Technical Training

Nevertheless, the technical training would vary depending on the business, industry, and role. That’s why there are different types of technical training. Yet, we can still classify and group them. Small companies, training organizations, or enterprises often implement the following types:

• Software Training. The particular type contemplates a course on using, adopting, or mastering certain tools necessary for the role. It may be training on CRM platforms, data analysis software, or coding.
• Equipment Training. If we are talking about the usage of equipment, not software, technical training is not less important. For instance, frontline workers, health professionals, and energy industry specialists, all may need a guide or course to know how to use certain equipment.
• Cybersecurity. Once cyber threats and sensitive data protection are integral to many companies, the employees should know how to keep the system secure.
• Compliance training. Technical training is often about compliance training that contemplates the training or education on industry regulations and standards. In particular, it is very common in government or healthcare industries, as well as in product and sales.
• Technical certification programs. They are related to employees getting specific certifications to proceed with a job or get a position. For some, it is concerned with technical vocational training, where employees get a technical part of training to meet the criteria for a job.
• Process training. In engineering or supply chain, this type of technical training helps to ensure the procedure is followed by newcomers.

Overall, technical skills development depends on the role and L&D needs, yet, each type aims to support growth and ensure the success of the company.

How to Create an Effective Technical Training Program

Next, to make a technical training program successful, you may require certain planning, thoughtful implementation, and room for collaboration. That way, you will be able to answer gaps and allow knowledge retention. What are your crucial steps?

Step#1. Determine training needs

The starting point for your technical training lies in the identification of training needs. There, your primary goal is to find skill gaps related to abilities, specialized knowledge, or understanding. In this regard, you can analyze training needs based on:

• Surveys. They bring insights, show the preferences of employees, and allow see the actual level of skills.
• Performance and policy reviews. Based on how employees do their jobs, their feedback, and goals, managers can identify areas that can be improved or developed.
• Future role analysis. It implies that trainers and L&D specialists would compare the current skills with the skills that may be needed for senior roles or reskilling.
• Industry trends and changes. Lastly, you should also keep your finger on the pulse of industry best practices and ongoing trends. Consult with coaches and leaders to have a vision of how to improve your employees.

For instance, for product or sales technical training, you may ask team leads for feedback. For compliance training, you may review regulatory updates and recent compliance failures.

Tip. Do employee assessments and consult industry reports to pinpoint whether employees lack awareness of new laws and procedures.

Step#2. Set clear objectives

What’s next?

Based on technical training needs, define specific, measurable goals for the training program. 

In this regard, you may use a SMART goals approach that will allow you to determine the objectives that are specific, achievable, relevant, and time-bound.

Other than that, try to link the training objectives to the business goals and professional development. For instance, you can take into account the career aspirations of a person and answer them with certain technical training objectives that are linked to the business. 

Let’s look at an example of a career technical training smart goal. For junior support employees, you may offer technical training on the new CRM system, setting that 90% can complete key customer interactions independently within three months.

In the end, defining and linking objectives to needs will help you create a solid training curriculum. 

‍Note. Read more about setting goals in the next article "How To Develop Training Curriculum Development" 

Step#3. Choose the right training methods

Clear goals set the basis for anything, including pieces of technical training. From there, you can switch to considering the training methods to be used to deliver technical training. These approaches are key to maximizing engagement and effectiveness, as different training formats suit different learning styles and operational needs.

The popular ones refer to: 

• Instructor-Led Training: Best for more complicated topics that require support and immediate feedback. 
• Self-paced online courses. A flexible and scalable method for diverse teams, offering online learning modules and pre-recorded lessons. 
• Simulations and on-the-job training. Consider this when you want to prepare employees for the practical application of technical skills in the real world.
• Blended Learning. Combines the benefits of online classroom training and face-to-face training and usually involves collaboration.

Read more: Training Delivery Methods For Your Programs

‍Step#4. Select appropriate tools or software to handle learning

Once you decide which methods to use, the next stage is picking the right set of tools. There, you have a great diversity of tools. Nevertheless, the chances are high that you will choose one of the following approaches:

• Use a set of tools to manage training content, set communication, and hold assessments (For instance, you can have a following set: Notion for training resources management, Zoom for events, Vyond for guide creation, and Kahoot for quizzes.)
• Use learning providers or training companies to do the training for you (resort to LinkedIn Learning or Udemy Business)
• Build a centralized system with advanced management, flexible learning experience, and options for integrations. (Leverage employee training software or LMSs to streamline delivery, customize learning paths, and track progress).

For instance, companies may use LMS to provide technical training to employees or provide technical upskilling, as Oboard and Data Rebels cases show.

‍Note. When choosing an LMS, you should consider the training methods, whether the budget will cover LMS pricing, and whether it will have enough capabilities to suit your needs.

Step#5. Develop engaging training content

Next, it is important to keep the participants of technical training programs engaged. It will help with knowledge retention and skills adoption. The best way to do so is to resort to interactive content, develop a clear structure, and answer the feedback that they provide. 

Thus, here are some tips that you should keep in mind:

• Keep content concise and focused on specific skills or tools.
• Use multimedia elements (videos, infographics, and animations) to simplify complex concepts and keep learners engaged.
• Resort to tools that allow you to shape interactive training, create and edit videos, develop responsive presentations, and use tools like Loom to create guides easily. 
• Pay attention to employee and admin experience, training should be smooth for all.
• Regularly update content to reflect the latest industry trends and tools.

For instance, instead of orto support lengthy policy documents and SOP procedures, a firm could incorporate case studies, simulations, and interactive scenarios.

Step#6. Facilitate continuous learning

Besides, it is important that technical training has a long-term effect. Thus, try to develop a culture of contentious learning and support engagement. In this regard, you can

• Offer microlearning modules for bite-sized and support training with gamification.
• Encourage employees to pursue certifications and attend webinars or workshops.
• Launch peer-to-peer activities and spaces, where employees will offer pieces of training to one another.
• Provide resources like a forum or a mentorship training program for ongoing support.

Note. Check some training examples you can get inspiration from.

Step#7. Measure training effectiveness

One of the most important things is to track training outcomes. Measuring effectiveness ensures that the training program achieves its intended goals and provides actionable insights for improvement.

How to do it?

• Track key performance indicators (KPIs), such as improved task efficiency or reduced error rates.
• Collect feedback from participants through surveys or interviews.
• Use analytics tools and employee training software to monitor course completion rates, engagement levels, and knowledge retention.

Read on: How to Measure Training Effectiveness

Step#8. Adapt and improve

Finally, once you have feedback, it is time to review the course, make changes to it, and prepare for the next cohorts of employees for training.

You may want to adjust training methods and content based on feedback and available tools. That’s why it is better to set regular checks to evaluate the program’s relevance and effectiveness.

Moreover, you can track the impact in the long run, paying attention to such different metrics related to the goals of the technical training. 

For some industries, they may refer to incident reports, audits, number of violations. For others, they may resort to proficiency scores, return rates, or customer satisfaction.

Wrapping Up

So, what is technical training? In a fast-changing world, it's fair to claim it is a key to staying competitive. A well-structured program enhances employee skills, boosts productivity, and drives innovation.

Yet, to do it right, you should do some research, planning, and evaluation. Start by assessing needs, setting clear objectives, and choosing the right methods. Next, leverage the best tools and develop engaging content. To build the right system, you will need to measure results, adapt, and improve.