Training Programs
Training that gets new people up to speed faster.
We turn the way your team really works into training programs: onboarding for new hires, role-based paths for the people already on your team and upskilling when the work changes. Built from your documented processes, and set up where your team will actually use it.
What is an employee training program?
An employee training program is a structured path that teaches someone to do their job the way your business does it: the steps, the tools, the decisions and who to ask. According to KPI’s process team, the programs that work are built from documented processes, so what people learn matches how the work is really done.
Before you build another onboarding checklist
Why most training doesn’t stick.
Most onboarding is shadowing. A new hire follows someone around and picks up whatever that person happens to do that week, so every new hire learns a slightly different version of the job.
We build the training from the documented process, so everyone learns the same right way. Then we verify it with your team before we call it finished.
Types of training programs we build.
Most clients start with one role, then add the next.
New-hire onboarding
A week-by-week path for a new person in a specific role: what to learn first, what to practice and what they should be able to do on their own by the end.
Role-based training paths
Training for the people already on your team, built around the work each role actually does, so cross-training and covering for someone stop depending on luck.
Upskilling when the work changes
A new system, a new process or a new AI tool. We train the team on the new way, so it gets used instead of worked around.
How a training project runs.
01 SCOPE
One role, one outcome
We agree which role the training is for and what a trained person can do on their own by the end, before we quote a price.
02 DOCUMENT
Start from the real process
We use the SOPs you already have. Where the process isn’t written down yet, we document it first through our SOP Documentation work.
03 BUILD
Modules people finish
Short modules, screen recordings, checklists and knowledge checks, in the order a new person actually needs them.
04 LAUNCH
Verified with your team
We walk your team through the program, fix anything unclear or out of date and hand it over with a named owner to keep it current.
The work
What you get.
- A training program for a defined role, in the order people need it.
- Modules, checklists and knowledge checks you own and can edit.
- A clear sign-off: what a trained person can do on their own.
- Setup in your training platform, shared drive or project tool.
- A named owner on your side who knows how to update it.
Where the training lives.
Wherever your team already looks. KPI is Trainual Certified, so if you use Trainual or want to, we can set it up and build it out properly. If you use another platform, or just a shared drive, we build there instead. Training in a place nobody opens doesn’t get used.
How we use Trainual for documentation and training →
Building onboarding yourself? Start with our free employee onboarding checklist and 30-60-90 plan.
How do you know it works?
A new person can work through the program and handle a normal case without asking the same questions the last new hire asked. Their manager can see what they have finished and where they got stuck. You know how to update it when the process changes.
The team
Who builds it.
Rebecca Blichmann, our head of process and training, leads every training project. She spent fifteen years in Big Tech implementation, where the lesson was always the same: the software is the easy part, and getting people to use it is the hard part.
How is it priced?
A fixed fee for a defined scope, agreed before we start. If your processes aren’t documented yet, we price that part separately, so you can see what each piece costs.
Questions
Questions.
How long does it take to build an onboarding program?
It depends on the role and how much is already written down. A focused program for one role, built from existing SOPs, can take a few weeks. If we need to document the process first, it takes longer. You get a timeline with the quote, before any work starts.
How do you design a training program for employees?
Start with the outcome: what a trained person in that role can do on their own. Then work backward through the documented process, put the steps in the order a new person needs them and add a knowledge check at each stage. Verify it with your team, then assign an owner to keep it current.
What is a 30-60-90 day onboarding plan?
A plan that sets what a new hire should learn and be able to do by day 30, day 60 and day 90. The first month is how the business works and the core tasks, the second is doing them with support and the third is working on their own. We build the plan from your SOPs, so each stage has real tasks.
Do we need SOPs before you can build training?
It helps, but you don’t need them to start. Training built on undocumented work just teaches whatever the trainer happens to do, so where something isn’t written down we document it first. Often that happens in the same project.
Do we need Trainual?
No. We’re Trainual Certified and it’s a good fit for many small teams, but we build training wherever your team already works, including other platforms, your project management tool or a shared drive. We’ll recommend a platform only if it clearly helps.
Can you train our team on a new system or AI tool?
Yes. When a business adds new software or AI, the training is usually what decides whether it gets used. We document how the tool fits your process, build short training around the tasks people actually do and check that the team is using it.
Who keeps the training up to date?
Every project ends with a named owner on your side who knows how to edit the material. If you’d rather we handle updates or build training for new roles over time, we can scope ongoing support with clear limits.
What keeps going wrong?
Tell us about the process or task that needs fixing. We’ll tell you honestly whether it’s a project, and roughly what it would take.
No long-term contracts. If we’re not adding value, you stop paying us.