How do you design a training course?

In a demanding and constantly changing economic environment, organisations in Switzerland gain a strong competitive advantage when their training programmes are well designed. Poorly designed training wastes resources, fails to achieve its objectives and can even demotivate learners. This guide offers key steps, practical tips and authoritative references to help you design a training programme that is relevant, engaging and sustainable.

1. Preparatory stage: analysis of needs and context

1. Identify actual needs
   • Meet with stakeholders (senior management, managers, employees) to understand organisational challenges.
   • Diagnosing skills gaps: which skills are lacking, which are strategic for the future.
   • Take into account the Swiss legal or regulatory context (e.g. requirements in the public sector, quality standards).

      

2. Define the target audience
   • Level: executive, manager, operational staff member.
   • Experience, prerequisites, learning style (face-to-face, distance learning, blended learning).
   • Linguistic and cultural diversity: in Switzerland, take into account French-speaking, German-speaking and Italian-speaking areas, as well as the required levels of French/English/German.

      

3. Set clear learning objectives
   • Behavioural or performance objectives, what the learner will know do at the end.
   • Formulation SMART : Specific, Measurable, Achievable, Realistic, Time-bound.

2. Design: structuring the teaching programme

1. Choosing the right format and modality
   • Face-to-face, e-learning or blended learning
   • Hybrid training: synchronous vs asynchronous sessions.
   • Use short modules or micro-learning if time or availability are limited.

      

2. Select relevant and appropriate content
   • Rely on relevant competency frameworks in your field or in Switzerland, Ensure that it complies with national, legal or sectoral standards.
   • Incorporate real-life use cases and applicable examples.

      

3. Teaching methods and materials
   • Promote’active learning : simulations, case studies, role-playing, group work.
   • Vary the media: presentations, videos, quizzes, interactive tools.
   • Accessibility : ensure that the material is legible, well structured, and compatible with aids (subtitles, visual aids).

      

4. Duration, pace and sequencing
   • Divide the training into logically progressive modules.
   • Incorporate breaks, assessment or review sessions to avoid cognitive overload.
     

      

3. Deployment and implementation

1. Training of trainers
   • Ensure that stakeholders are proficient not only in the content, but also in modern teaching techniques.
   • Provide them with the necessary tools and support (trainer's guide, mentoring, feedback).

      

2. Logistics and technology
   • Select an appropriate LMS platform for e-learning or blended learning.
   • Check technical aspects: connectivity, equipment, accessibility.
   • Provide technical support during training.

      

3. Internal communication and motivation
   • Keep participants well informed: objectives, procedures, expected benefits.
   • Create a dynamic of engagement: incentives, recognition, links to career or performance.

4. Evaluation, continuous improvement, and monitoring

1. Measuring effectiveness
   • Use recognised assessment frameworks such as the Kirkpatrick model (reaction, learning, behaviour, results).
   • Collect feedback from learners, trainers, and managers.

      

2. Analyse and adjust
   • Identify what worked well and what needs improvement (content, method, pace).
   • Update training in line with developments in practices, technologies and company needs.

      

3. Post-training follow-up
   • Support the implementation of skills acquired in the position (coaching, mentoring, practical projects).
   • Plan refresher, enhancement or certification sessions.

5. Specific tips for the Swiss context

• Respecting languages and culture : adapt training according to the language region; avoid excessive use of Anglicisms if the audience is not English-speaking.

• Standards and professional quality : be aware of the standards in force in Switzerland for vocational training or continuing education (e.g. certification, official recognition).

• Flexibility and modularity Many Swiss organisations operate with varied working hours, with employees spread across several sites, so flexibility and remote working are often advantages.

• Costs and funding : plan the budget for materials, trainers' time and logistical costs; seek out any possible grants or subsidies available from the cantons or federal programmes.

To ensure that your training programmes fully meet your strategic challenges, you can rely on the expertise of specialised partners such as OSAM, certified eduQua.

Designing a training programme requires a strategic, rigorous and learner-centred approach right from the preparation stage. For executives, managers and HR professionals in Switzerland, this means respecting cultural, linguistic and regulatory specificities while applying sound pedagogical principles. By combining clear objectives, varied methods, rigorous assessment and continuous improvement, a well-designed training programme becomes a powerful lever for performance and sustainable development for your organisation.

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