A practical, professional 7-step guide to planning and delivering a successful in-house training (In-house Fortbildung)
How to organize an in-house training step by step
Step 1: Training needs analysis (Bedarfsanalyse)
Talk to managers and team leads to identify:
Skill gaps
Changes in tasks or tools
Issues affecting performance (e.g., weak communication, slow workflows)
Helpful tools:
Employee surveys
Management interviews
Annual performance reports
Step 2: Define the goal and target group
| Item | Practical example |
|---|---|
| Training goal | Improve communication skills between departments |
| Target group | Sales team + Customer Service |
| Desired outcome | Reduce internal coordination errors by 20% |
Step 3: Choose the training type
| Training type | When to use it |
|---|---|
| Soft skills (leadership, communication) | Improve personal and interpersonal performance |
| Technical / professional training | Training on tools, software, or legal changes |
| Process-based training | Improve workflows within the team |
| Coaching / mentoring | Individual support for leaders or sales staff |
Step 4: Select the provider (trainer / vendor)
Look for:
an internal trainer (HR or a subject-matter expert employee)
an external trainer (freelancer or specialized training company)
Key evaluation points:
Proven experience in the topic area
Quality certifications such as AZAV or ISO 29993
Reviews/references from previous clients
Ability to tailor content to your company
Step 5: Plan logistics and operations
| Organizational element | Checklist |
|---|---|
| Location | On-site room or online via Zoom / MS Teams |
| Timing | Morning / afternoon / dedicated workshop day |
| Duration | From 2 hours to a full day or multiple days |
| Breaks | Schedule coffee breaks and lunch if applicable |
| Budget | Trainer fee + materials + downtime cost |
Step 6: Evaluation and follow-up
Use a post-training survey that covers:
Participant satisfaction
What they actually learned and can apply
Improvement suggestions
After 2 weeks to 1 month:
Track performance at work
Did behaviors or results change in a measurable way?
Step 7: Documentation and reporting
Keep a training record including:
Participant names
Training objectives
Participant feedback/evaluation
Next training plans
Note:
Documentation is crucial if you plan to apply later for public support (e.g., state funding programs or within the Qualifizierungschancengesetz framework).
Additional success tips:
Announce the training in a motivating way, not only as mandatory
Encourage participants to bring real questions and practical challenges
Link the training to daily tasks to support immediate application
Make training part of the annual HR development plan
Disclaimer: The website’s editorial team strives to provide accurate information through extensive research and consultation of multiple sources. However, errors may occur or some details may be unconfirmed. Please treat the information as an initial reference and always consult the relevant authorities for confirmed information.
