5 free templates for small businesses. Download as DOCX or copy-paste.
A training plan is the document that turns a hired person into a productive employee. Without it, new hires learn through trial and error, pick up bad habits from whoever is available, and take twice as long to become independently useful. Most small business owners know this and still do not have one, because creating a training plan sounds like an HR exercise reserved for companies big enough to have an HR department.
It is not. At FirstHR, we work with companies of 5-50 employees where the hiring manager is also the trainer, the schedule writer, and the person trying to close Q1. The five templates below are designed for exactly that reality. Download any of them, fill in the brackets for your role, and share it with the new hire on Day 1. Research consistently shows that structured training significantly reduces time to productivity and early turnover (Gallup).
TL;DR
A training plan needs six elements: measurable objectives, a week-by-week schedule, named trainers for each item, training methods, knowledge checkpoints with defined pass criteria, and a sign-off record. The five templates below cover standard training, new hire 90-day plans, combined onboarding and training, hour-by-hour schedules, and reusable role-specific curricula. Download all five or copy individual sections.
Which Template Should You Use?
Start with the Standard Training Plan for most hires. Use the New Hire 90-Day Plan when you want training explicitly tied to the 30/60/90 milestone structure. Use the Onboarding Training Plan when you want a single document covering both logistics and skills training.
Standard Training Plan
Any role, any hire
4-week structure with daily schedule, methods tracker, checkpoints, and sign-off record. The default for most hires.
New Hire Training Plan
First 90 days
Three-phase plan aligned to 30/60/90 day milestones. Covers compliance training, role-specific skills, and formal reviews.
Onboarding Training Plan
Onboarding + training combined
Single document covering both logistics (paperwork, access) and skills training. Best for small businesses managing both simultaneously.
Training Schedule
Hour-by-hour calendar
Week-by-week calendar with time slots, trainers, and hours tracker. Use when you need exact timing, not just milestones.
Role-Specific Plan
Reusable by role
Create once per role, reuse for every future hire. Includes curriculum modules, checkpoints, and trainer notes across hires.
5 Free Employee Training Plan Templates
Download all five as a single Word document or copy individual sections. Every template includes blank fields and guidance notes. Fill in every section before sharing with the employee. The training plan is most effective when the employee sees it on Day 1, not after they finish week 1.
Download All 5 Training Plan Templates
Standard, new hire 90-day, onboarding training, schedule, and role-specific. All in one DOCX.
Template 1: Standard Employee Training Plan
The default for most full-time hires. Four-week structure with daily schedule, methods tracker, knowledge checkpoints, and a sign-off record. Covers any role.
Standard Employee Training Plan Template
EMPLOYEE TRAINING PLAN
Employee Name: __
Job Title: __
Department: __
Manager / Trainer: __
Start Date: __
Training Period: __ to __
PART 1: TRAINING OBJECTIVES
By the end of this training plan, the employee will be able to:
1. _____
2. _____
3. _____
4. _____
How we measure success: _____
PART 2: WEEK-BY-WEEK TRAINING SCHEDULE
WEEK 1: ORIENTATION AND BASICS
Day | Topic | Method | Trainer | Complete
Mon | Company overview, values, how we work | Discussion | Manager | [ ]
Mon | Systems and tools setup | Hands-on | Manager/IT | [ ]
Tue | Core role overview and expectations | Discussion | Manager | [ ]
[ ] Job shadowing: observe experienced employee performing the task
[ ] Hands-on practice: perform task with trainer present
[ ] Self-paced learning: review documents, videos, or written guides
[ ] Role-play or simulation: practice in a safe environment
[ ] On-the-job training: learn while doing real work with support
[ ] External course or certification: __
PART 4: KNOWLEDGE CHECKPOINTS
End of Week 1
Can explain the company's main products/services: [ ] Yes [ ] Not yet
Has working access to all required systems: [ ] Yes [ ] Pending
Knows who to ask for help with [task]: [ ] Yes [ ] Not yet
End of Week 2
Can complete [core task] with supervision: [ ] Yes [ ] Not yet
Understands the team's workflows and norms: [ ] Yes [ ] Not yet
End of Month 1
Can complete [core task] independently: [ ] Yes [ ] Not yet
Ready for expanded responsibilities: [ ] Yes [ ] Not yet
Manager notes: _____
PART 5: SIGN-OFF RECORD
Training plan created: _ By: _
Employee received plan: _ Signature: _
30-day review complete: _ Signature: _
Training complete: _ Manager signature: _
Template 2: New Hire Training Plan (First 90 Days)
Three-phase plan aligned to the 30/60/90 day milestone structure. Covers compliance training in Phase 1, role-specific skills in Phase 2, and advanced development in Phase 3. Includes formal reviews at each phase boundary.
New Hire Training Plan Template (First 90 Days)
NEW HIRE TRAINING PLAN
Employee: __
Role: __
Start Date: __
Manager: __
Onboarding Buddy: __
PHASE 1: DAYS 1-30 | LEARN
Training focus: Understand the company, the role, and the tools.
COMPLIANCE TRAINING (complete by Day 5)
[ ] Anti-harassment policy review and acknowledgment Due:
[ ] Safety training (if applicable): __ Due:
[ ] Data privacy and confidentiality Due:
[ ] [Other required training]: __ Due:
COMPANY AND ROLE ORIENTATION
[ ] Company history, mission, and values Date:
[ ] Org chart and key contacts Date:
[ ] Tools and systems setup and overview Date:
[ ] Role expectations and first-month priorities Date:
[ ] Shadow [team member] for one full work cycle Date:
Combines onboarding logistics and training into a single document. Week 1 is split between administrative tasks and foundation training. Weeks 2-4 shift to skills development. Best for small businesses managing both onboarding and training simultaneously without dedicated coordinators for each.
Onboarding Training Plan Template (Combined Onboarding + Training)
ONBOARDING TRAINING PLAN
For companies that want a single document covering onboarding AND training.
Employee: __
Role: __
Department: __
Start Date: __
Manager: __
HOW THIS PLAN WORKS
Most onboarding templates cover logistics: paperwork, access, introductions.
Most training plans cover skills: what to learn and how.
This template combines both into a single document for small businesses that
do not have the bandwidth to manage two separate processes.
Ready for standard performance cycle: [ ] Yes [ ] Not yet
Manager notes: _____
Manager: __ Date: _
Employee: __ Date: _
Template 4: Employee Training Schedule Template
Hour-by-hour week-by-week calendar format. Use this alongside the Standard Plan when you need exact timing, not just milestones. Includes a running hours tracker to compare planned vs actual training time.
Employee Training Schedule Template (Week-by-Week)
Create once per role, reuse for every future hire in that position. Includes curriculum modules with named trainers, checkpoints with defined pass criteria, and a trainer notes section that improves with each hire. Eliminates the problem of recreating training from scratch every time you fill the same role.
Role-Specific Training Plan Template
ROLE-SPECIFIC TRAINING PLAN
Use this template to document training for a specific job function.
Complete one plan per role (not per employee). Reuse for future hires in the same role.
Role Being Trained: __
Department: __
Plan Created by: __ Date: _
Last Updated: _
SECTION 1: ROLE REQUIREMENTS
SKILLS REQUIRED FOR THIS ROLE
Core skills (must have by Day 30):
1. _____
2. _____
3. _____
Advanced skills (target by Day 60-90):
1. _____
2. _____
Tools and systems required:
[ ] __ [ ] __ [ ] __
Certifications or credentials (if any): _____
SECTION 2: TRAINING CURRICULUM
MODULE 1: [Name] | Target completion: Week ___
Topics:
•_______________________________________________
•_______________________________________________
Training method: _____
Trainer: _____
Assessment: _____ Pass criteria: _
MODULE 2: [Name] | Target completion: Week ___
Topics:
•_______________________________________________
•_______________________________________________
Training method: _____
Trainer: _____
Assessment: _____ Pass criteria: _
MODULE 3: [Name] | Target completion: Week ___
Topics:
•_______________________________________________
Training method: _____
Trainer: _____
Assessment: _____
MODULE 4: [Name] | Target completion: Week ___
Topics:
•_______________________________________________
Training method: _____
Trainer: _____
SECTION 3: KNOWLEDGE CHECKPOINTS
WEEK 2 CHECKPOINT
[ ] Can explain core responsibilities without prompting
[ ] Has completed: _____
[ ] Knowledge check: _____ Result: _
MONTH 1 CHECKPOINT
[ ] Can complete [core task] independently
[ ] Has completed all Module 1 and 2 training
[ ] Demonstrates understanding of: _____
Manager assessment: _____
MONTH 3 CHECKPOINT
[ ] Fully proficient in all core skills
[ ] Completed all modules
[ ] Ready for full performance cycle
Manager assessment: _____
SECTION 4: TRAINER NOTES (fill in after each hire)
Hire 1: __ Date: _
What worked: _____
What to change for next time: _____
Hire 2: __ Date: _
What worked: _____
What to change: _____
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Effective training plans share seven elements regardless of role or company size. Missing any one of them produces the same outcome: a new employee who is unclear on what they should be learning and a manager who cannot tell whether training is working.
Element
What it covers
Why it matters
Training objectives
What the employee will be able to do by the end of training
Objectives without measurable outcomes produce unfocused training that is hard to evaluate
Week-by-week schedule
What gets covered, when, by whom, and using what method
Unstructured 'just ask around' training costs weeks of productivity and builds inconsistent habits
Training methods
Shadow, hands-on, self-paced, external course
Different skills require different methods. Documenting methods ensures trainers choose appropriately
Knowledge checkpoints
Binary assessments at Week 2, Month 1, and Month 3
Checkpoints catch gaps before they become performance problems at the 90-day review
Trainer assignments
Named person responsible for each training item
Anonymous training responsibility gets dropped. Named trainers are accountable.
Sign-off record
Manager and employee signatures at each phase
Documented sign-offs are your evidence of structured training in any future performance dispute
Hours tracker
Planned vs actual training hours
Most small businesses underestimate training time. Tracking shows where the plan needs adjustment
The Cost of Unstructured Training
Research shows organizations with structured onboarding and training programs see 82% better retention and over 70% faster productivity than those without (SHRM). For a small business, the cost of a hire who leaves in the first 90 days is estimated at 50-200% of their annual salary.
The most overlooked element is the trainer assignment. Most small business training plans list topics but not people. When training responsibility is anonymous, it gets dropped in busy weeks. Every item on a training plan needs a named person who owns it. For the full picture of how training fits into the broader onboarding process, the new employee training checklist covers training as part of the complete onboarding lifecycle. For understanding how training fits into the 30/60/90 day structure, the employee training plan guide covers goal-setting and phase structure.
How to Write a Training Plan in 6 Steps
Creating a complete training plan takes about two hours. The most important step, which most managers skip, is defining what success looks like before training starts rather than during the review.
1
Define what the employee needs to be able to do by Day 30, 60, and 90
Start with the endpoint. What does this person need to do independently and well at the 90-day mark? Write it as a specific, observable behavior: 'Handle customer calls without supervision' is measurable. 'Understand the product' is not. Work backward to define the 60-day and 30-day milestones from there.
2
List every skill and process that needs to be covered
Write down everything a person in this role needs to know: systems, processes, product knowledge, compliance requirements, customer interactions, team norms. Do not filter yet. Write everything, then prioritize into 'must know by Day 30,' 'should know by Day 60,' and 'nice to have by Day 90.'
3
Assign a method and a trainer to each item
For each training item, decide: is this best learned by shadowing, reading, practicing, or taking a course? Then name the person responsible for delivering it. Training items without a named trainer get skipped. Methods without specificity get inconsistently applied.
4
Build the week-by-week schedule
Sequence training items from foundational to advanced. What must they know before they can learn anything else? That goes in Week 1. Role-specific skills that require the foundation go in Weeks 2-3. Advanced skills and independent practice go in Week 4 and beyond.
5
Set checkpoint criteria in advance
Define what 'passing' each checkpoint looks like before training starts. 'Completed the product walkthrough' is a task, not a checkpoint. 'Can demo the product to a new customer without notes' is a checkpoint. Criteria defined in advance prevent disagreements about whether training was successful.
6
Share the plan with the employee on Day 1
Walk through the training plan in the first manager 1:1. Ask: does this match your understanding of what you need to learn? Are the timelines realistic? This conversation surfaces assumptions on both sides and creates shared ownership of the training process.
Common mistake
Result
Fix
Vague objectives ('learn the product')
No way to measure training success or identify gaps
Rewrite as observable behavior: 'Can demo product without notes by Day 30'
No named trainer per item
Training items get dropped when the manager is busy
Every item needs a named person who owns delivery
Training plan created after onboarding starts
Week 1 is improvised; compliance training gets delayed
Create and share the plan before Day 1
No checkpoints until 90-day review
Gaps discovered at Day 90 that could have been caught at Day 14
Set a brief assessment at Week 2 and Month 1
Retraining every hire from scratch
Inconsistent skill levels across employees in the same role
Use the Role-Specific template and refine with each hire
Running Training Without an HR Department or LMS
Every top-ranked training plan template assumes you have a learning management system, a dedicated trainer, and a competency framework developed by your L&D team. For a 20-person company, none of these exist. Here is what actually works.
You do not need an LMS to run good training
A learning management system is unnecessary for a 20-person company. Loom screen recordings, Google Docs SOPs, and a shared Google Drive folder cost nothing and cover 90% of what expensive training platforms do. Document the recording links in the training plan instead of building a course library.
Shadow sessions outperform formal instruction for most skills
For operational roles, having a new employee shadow the best person on the team for their first week produces better outcomes than any written training guide. Supplement shadow sessions with a 15-minute debrief at the end of each day where the new hire documents three things they observed and one question they have.
Create the role-specific plan once, reuse it for every hire
Most small businesses recreate training from scratch with every new hire. The Role-Specific Training Plan template in this article is designed to be created once per role and refined with each hire. After two or three hires, you will have a training plan that reliably produces productive employees in the right timeframe.
Weekly check-ins are the most underused training tool
A 30-minute Friday check-in in weeks 1-4 where the manager asks 'what did you learn this week, what is still unclear, and what do you need next week' is more valuable than any formal assessment. It catches gaps early, builds relationship, and gives the manager real-time data on whether the training is working.
The Role-Specific Template Pays Off After the Second Hire
The first time you fill out the Role-Specific Training Plan template, it takes 90 minutes. The second time you hire for the same role, you spend 20 minutes updating the notes section based on what you learned from the first hire. By the third hire, you have a reliable training curriculum that consistently produces a productive employee in a predictable timeframe. Most small businesses never get there because they recreate training from scratch each time.
For the compliance training requirements that belong in any training plan, the DOL FLSA guidelines cover what is required at the federal level. For employment eligibility verification that must be completed during onboarding, the USCIS employer handbook covers I-9 requirements. For state-specific training requirements, verify with your state labor agency. The onboarding training guide covers how training connects to the broader onboarding process and what phases of onboarding training typically covers.
Key Takeaways
A training plan needs six elements: measurable objectives, a week-by-week schedule, named trainers per item, training methods, checkpoint criteria defined in advance, and a sign-off record.
The Onboarding Training Plan template combines logistics and skills training into one document. Use it when you are managing onboarding and training simultaneously without separate coordinators.
Every training item needs a named trainer. Anonymous training responsibility gets dropped in busy weeks.
Define checkpoint pass criteria before training starts. 'Completed the walkthrough' is a task. 'Can demo the product without notes' is a checkpoint.
For small businesses, shadow sessions outperform formal instruction for most operational skills. Supplement with a 15-minute daily debrief where the new hire documents what they learned.
Create the Role-Specific Training Plan once and refine it with each hire. By the third hire in the same role, you will have a reliable curriculum that eliminates the from-scratch rebuild.
Frequently Asked Questions
What should be included in an employee training plan?
Every employee training plan should include: specific training objectives written as observable behaviors, a week-by-week schedule with topics and assigned trainers, training methods for each item (shadow, hands-on, self-paced, external), knowledge checkpoints with defined pass criteria at Week 2, Month 1, and Month 3, a hours tracker for planned vs actual training time, and a sign-off record with manager and employee signatures at each phase. The most common gap is objectives written as vague intentions rather than measurable outcomes.
How do you create a training plan for employees?
Start by defining what the employee needs to be able to do independently by Day 30, Day 60, and Day 90. List every skill and process they need to learn, then prioritize into phases. Assign a specific trainer and method to each item. Sequence training from foundational to advanced. Set checkpoint criteria before training starts, not during review. Share the plan with the employee on Day 1 and review it together. The total time to create a complete training plan is about two hours.
What is the difference between an onboarding plan and a training plan?
An onboarding plan covers the full new employee experience: paperwork, system access, introductions, company culture, and training as one component. A training plan focuses specifically on skill development: what the employee needs to learn, in what order, using what methods, and how success will be measured. Both are necessary. The onboarding plan provides the broader context and logistics. The training plan provides the structured curriculum. For small businesses, the Onboarding Training Plan template in this article combines both into a single document.
How long should new employee training last?
Effective new employee training lasts at least 30 days for most roles, with continued development through 90 days. Basic orientation and compliance training should be complete by Day 5. Core role-specific skills should be covered in Weeks 2-4. Advanced skills and independent practice continue through Day 30 and beyond. Most companies end structured training too early, which is why the 90-day new hire training plan template in this article extends the formal training structure across all three months rather than treating it as a first-week activity.
What are the 5 steps of a training plan?
The five steps of creating an employee training plan are: assess what the employee needs to learn for the role; define measurable training objectives for each skill or knowledge area; select the appropriate training method for each item (shadow, practice, self-study, external course); build a week-by-week schedule with named trainers and timelines; and define checkpoint criteria in advance so both manager and employee know what successful training looks like. The templates in this article walk through each step with fillable sections.
What is a sample employee training plan?
A sample employee training plan shows what a completed training plan looks like for a specific role, rather than a blank template with placeholder fields. An effective sample includes realistic training topics specific to the role (not generic placeholders), actual time estimates for each training item, named methods for each skill area, and pre-filled checkpoint criteria. The Standard Employee Training Plan template in this article shows the structure with realistic examples alongside blank fields, so you can see what a complete plan looks like while customizing it for your role.
Do small businesses need a formal training plan?
Yes. The assumption that training plans are only for large companies with dedicated HR departments is incorrect and expensive. For a small business where every hire represents a significant percentage of total headcount, an unstructured training approach that produces a productive employee in 90 days instead of 60 costs weeks of lost output. A training plan also creates documentation that protects the business in performance disputes. The templates in this article are specifically designed for businesses with 5-50 employees where the manager is also the trainer.
What is an onboarding training plan template?
An onboarding training plan template combines new employee onboarding logistics (paperwork, system access, introductions) with structured skill training into a single document. Standard onboarding templates cover the compliance and administrative side of starting a new job. Standard training plan templates cover skill development. An onboarding training plan template covers both in one document, which is practical for small businesses that do not have separate HR and training coordinators. The Onboarding Training Plan template in this article is designed specifically for this combined approach.
