Employee training plan template

• 7 groups
• 23 tasks
• 3 milestones
• 26 dependencies
• 12 weeks
• Updated October 20, 2026

We make Ganttile. The modules, durations and owners in this template are sample data for a made-up programme.

Who is this training plan for?

Anyone organising a training programme for a group of employees: a training lead, someone in HR or learning and development, or a manager who has been handed the job. The sample runs for twelve weeks, from finding out what people need to learn to checking, a week after certification, that they are using it.

It suits staff training on a new process, a compliance or safety programme, or the training track of a software rollout. If the rollout itself is the bigger job, plan it in a wider rollout plan and keep this one for the training. It is a schedule for training people at work, not a fitness plan.

What happens in the twelve weeks?

Three weeks of preparation, three modules that each take a week of sessions and a week of practice, a progress assessment after module 2, then certification in week eleven and follow-up in week twelve. The weeks below describe the sample.

The owner is the first word of every task: Lead, Coordinator, Trainer, Managers or Participants. A copied template has no people in it, so swap each role for a name once you have copied it.

Why does each module end with a practice week?

Because a session explains a skill, and the practice week is where people find out what they did not understand. Each module is a week of sessions followed by a week of using the skill on real work, with the trainer or an experienced colleague around for questions. The next module's sessions only start when that practice week ends.

Practice carries an estimate of about an hour a day per person. That time has to come from somewhere, which is why the preparation group has a task for managers to free it up before the kickoff.

The links do the rest. If module 1's sessions slip a week, its practice moves, and so does everything after it, which is what you want to see before you tell anyone the certification date. Turn on Auto schedule under Settings in your copy and drag a session bar to watch it happen.

When should trainers and rooms be booked?

In week two, alongside the curriculum rather than after it. The needs analysis already tells you enough to book: roughly how many modules, how many people and how many groups. Trainers' calendars and good rooms fill first, and waiting for a finished curriculum can push the kickoff back by weeks.

The kickoff milestone waits for three things: module 1's materials, the enrolment, and the managers' agreement to release their people. The last one is the easiest to forget. People booked on sessions with no work taken off them are the first to skip practice, and then they arrive at the assessment unready.

What is the progress assessment for?

To adjust the final module while there is still time. The assessment covers modules 1 and 2 in week eight, and module 3 waits for it: its materials are drafted in week seven, then adjusted from the results before its sessions begin. What you do with the results depends on who struggled:

• Most of the group: cover the topic again at the start of module 3, before adding anything new.
• Two or three people: give them a catch-up session rather than slowing everyone else down.
• Nobody: use the spare time in module 3 for harder cases from real work.

Keep the assessment short enough to leave time for practice and any extra support participants need.

How should you adapt it to your programme?

1. Rename the modules. Foundations, core skills and advanced cases are placeholders. Add or delete whole module groups, and keep the materials, sessions and practice rows together.
2. Fit the sessions to your groups. A session bar covers the week its sessions fall in, not a full day of training every day. If you run several groups, copy the session rows for each one so every trainer sees their own dates.
3. Decide the pass mark early. Agree what counts as passing, and what happens to anyone who does not, while you write the curriculum rather than in week eleven.
4. Name the owners. Replace Lead, Coordinator and Trainer with people, and decide which manager owns each participant's follow-up.
5. Move the follow-up if you need to. The sample checks in a week after certification. Add a second check at 60 or 90 days if the skill takes longer to show.

Click Use template and the plan is copied into your account starting on the coming Monday, with the links, estimates and checklists in place. Turn on Hide weekends under Settings if you only want working days on the chart. When it looks right, invite the trainers, or export a PDF for managers and an Excel file if HR wants the dates in a spreadsheet.

Is it a learning management system?

No. Ganttile schedules the programme: who does what, when, and what waits for what. It does not host courses, track who finished which lesson, record test scores or issue certificates, and it does not keep a skills matrix of who can do what across the team. A learning management system or an HR system does those jobs, and this chart can sit alongside one as the plan everybody can see.

For one new hire rather than a group, the first 90 days plan is the better start. It covers the preparation before day one, the first week and the reviews at 30, 60 and 90 days.