Meetings, Conferences and Training » Training Events Checklist

Training EVENTS Checklist

The most crucial objective of any training event must be the learning objectives. Training events often require a significant investment in terms of both and time and money, and a positive outcome is, therefore, essential to ensure the longevity of any such programme. 

We are thrilled to share our tried and tested checklist to help you get started with planning a successful training event.

1. Understanding the Benefits Training
2. Identify the Purpose & Objectives of Your Event/s
3. Consider the Types of Training 
4. The Venue Checklist
5. The Facilitator Checklist

Read below about the various benefits of staff training.


Before planning a training programme or workshop, it is vital to understand the benefits of investing in training for your company. 

The list of benefits is both long and desirable. Whether the outcome is to benefit the company or act as a company benefit for employees, it will be worthwhile as long as the investment is realistic in terms of the desired outcome and associated benefits. 

You may not be seeking to achieve all twelve benefits from a single training event. Still, by understanding the desired benefits for the specific event, you can better plan the type of activities in which to invest. For example, you may want to boost staff morale and improve the company reputation among potential candidates. In this scenario, a team-building event at a dedicated training venue may be the best solution. 

Training can be a very costly investment, and by matching the benefits to the desired results, it will help with making vital decisions from the size and duration of the event to location, facilitation and entertainment. 

Performance – The most obvious benefit and usually a prime reason for any training event is to improve the existing skills of individuals, resulting in higher levels of performance.

Versatility – Diversifying the knowledge of the trainee enables them to handle a wider variety of tasks, improving their versatility and making those employees more valuable to the company.

Productivity – By improving ability, you also increase efficiency, enabling each employee to handle a higher capacity of work, thus making the collective workforce more productive.

Profitability – Training staff to become quicker at tasks and to work smarter while improving the quality of their work, will increase the overall profitability of the business, allowing you to provide your customers with more value.

Motivation – Valued employees are naturally more motivated. Investing in your workforce and their future will see an improvement in staff morale and attitude, and in some cases can reduce staff turnover.

Reputation – By being known as a company that invests in training, you also foster a reputation for having highly skilled and professional employees.

Customer/Client Satisfaction – Skilled employees better serve their clients and customers, leading to increased satisfaction and more positive referrals through word of mouth.

Staff Retention – Reduce staff turnover by keeping your best employees motivated and feeling valued – and increase the numbers of those wanting to work for a company that invests in its workforce.

Read below more about the purpose and objectives of staff training.



Most companies take the training and development of their staff seriously because, if done correctly, the return on their investment can be many times the initial cost.

Skills cost money, whether you pay more to hire someone with the right skills, or by taking the time to develop your existing employees, a sure investment is necessary. If you choose to train your current team, you may also improve staff morale and establish a sought after reputation as a result. 

We would recommend that you first identify and understand the main reasons the training, and then create a list of measurable objectives to determine the successful outcome once completed. 

Find below a list of the types of staff training.


The list of available options to train and develop your workforce has grown significantly over the years. While traditional classroom-style training activities are still the most common, newer methods are gaining traction.

The type of training you choose will significantly depend on the topic and content, the size of your workforce and how your workforce responds to the learning process. It is also essential to consider the benefits you want to leverage as a result of the specific training programme. 

Here are some examples of the types of training you could consider.


Classroom learning is a training method typically used in traditional learning environments, such as schools, universities and corporate training centres. Classroom learning remains an essential method of training in the learning and development sector, with facilitators adapting an array of room layouts to enhance both the engagement and overall learning experience. Some of the most popular set-ups in 2020 include cabaret or cafe style layout, u-shape and circle of chairs. 

Classroom or lecture room training is the most traditional form of training. Having someone well-versed teaching and explaining a given subject to a group of people is a time-tested method, although somewhat limited in its scope and appeal.

These types of lectures are well suited to imparting large volumes of information to any number of people but are very much a quantity over quality option, often lacking in other areas, such as lack of engagement and interaction among trainees, loss of attention during lengthy lectures, and difficulties absorbing large quantities of information are the most common criticisms.

VIDEOS and virtual learning

Depending on the complexity and length of the training programme, videos and other online resources can be valuable methods of delivery. These can either be stand-alone training sessions, or part of a more comprehensive training programme involving elements of virtual learning alongside classroom-based learning.

Video can work well at demonstrating complex ideas or images and work best if used to prompt and encourage discussion over specific subjects. It is probably the most popular if not the most effective method of delivery when it comes to virtual learning. However, many trainers also use film during classroom sessions to break up content-heavy sessions and maintain interest. 

There are some drawbacks; a lack of interaction from participants while the video is playing during classroom sessions, and a lack of engagement or feedback during virtual learning sessions, can make it hard to gauge in real-time how effective the training is. There is also a risk that the video content is too generic, and lacking relevancy when relying on external video content. Production quality must also be ensured.


Workshops are better suited to training smaller groups of attendees. Groupwork can also be very effective when incorporated as break-out sessions at larger events such as company conferences or industry symposiums.  These sessions have the advantage of facilitating discussion and feedback on larger topics during the training session. 

Working in smaller groups also allows the content to develop organically in line with real-time feedback and engagement.  New topics can be added as the group expresses a need or interest in specific areas, and others downplayed if deemed unnecessary.

Groupwork and workshops create a far more engaging and thought-provoking learning environment than simply sitting and listening.


The marmite of training methods. Acting out scenarios, particularly in front of others, divides opinion among trainees. Those who don’t like the idea of performing in front of others will no doubt find this method of training highly uncomfortable.

Roleplay can, however, be useful in demonstrating how situations and conversations can develop and outcomes controlled - providing a way to practise before facing the real thing.


Training on the job is a popular method of learning for many people and employers. It has shown itself to be very effective as a one-to-one method of training a colleague or new employee.

It is particularly effective at motivating people into physically doing a specific task that is new or unknown to them, although those lacking confidence may find it harder to perform under these circumstances.

On the job training encompasses any form of learning conducted within the working environment, including the reading of manuals, accessing company intranets, and being taught by instructors.


Typically used as a later stage method for those who have already received a level of training, or have demonstrated their suitability for expanding their knowledge further.

Coaching and mentoring provide highly focussed and personal training, through which students can access information that may never have been made available in a group environment.


Covering a wide range of applications including interactive videos, online training programs, and interactive multimedia.

Technology based learning has improved upon more basic methods such as video by making its offerings interactive, hugely improving engagement and absorption. Trainees also benefit from being able to do things in their own time under less pressure.


Somewhat rarer and used for more specialist tasks that are either difficult to reproduce, or dangerous to do so. Flight simulators are a prime example of where the nature of the task is too dangerous to risk on someone not properly qualified.

Simulators are excellent at recreating real working situations and experiences, and prepare trainees for what they can expect when doing it for real.


Involving any training method that incorporates some form of game while simultaneously providing  relevant experience or knowledge.

These could be similar to technology-based learning methods with an added fun element, or simply making games of normal working tasks.

Learning while playing is always a popular method of teaching and is useful as long as a suitable enough game be formed around something relevant and worthwhile.


Primarily focused around team building, the change in environment is a tool used to move trainees out of their comfort zone and expose them to new situations that force them to alter their typical behaviour.

Naturally some people are more likely to enjoy and actively participate in such activities than others, so tailoring the activity to the group is important.

However, the benefits are worth the effort and as these activities are excellent at encouraging individuals to form stronger bonds and work together - not in spite of each other.

With such a vast array of training options available it is important to match the type to the aims of the training, and to those who are receiving it. This should inform which training you choose, not the other way around.


With the array of benefits that can be achieved and numerous methods to achieve them, you want to ensure your training event is implemented properly to fully achieve your aims as the number of considerations and requirements are numerous.

Dedicated venues can be of great value as they have a wealth of experience in holding such events and can guide and assist you.

If new to hosting training events, it’s recommended you opt for a dedicated venue for this reason, gaining experience and knowledge of everything that goes into it. You are then better equipped to decide how you want them to be conducted in future.

Some considerations to consider when trying to make your event as productive as possible:

The Venue Checklist

Access – How easy is it reach and navigate?
Equipment – Check what you need is available
Space – Versatile space is a big advantage
Seating – Reconfiguring the seating arrangement between periods could be necessary.
Air Conditioning – Don’t ignore how the temperature can affect your attendees.
Lighting – Whether natural or artificial, adequate light is important.
Acoustics – Ensure your voice is heard.
Sustenance – Your audience will expect refreshments.

The Facilitator Checklist

Overview and Summary – Outline what you’ll cover and summarise to reinforce the message
Interaction – Improvement audience engagement and absorption by interacting with them
Duration – Keep to the schedule, for both your benefit and theirs
Humour – A little comic relief keeps it interesting and memorable.
Visual Aids – If using them, ensure they are working properly – be prepared.
Versatility – Expand on what’s working and change what isn’t, keep evolving your methods.

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For more information on the importance of training and why you can never receive enough please take a look at this blog.

With a better understanding of the importance of training and the positive effect it can have on a business, investing in it should be a matter when, not if.

There so many options available that there will be a method to suit any business and its employees. If you would like to know more about Lane End Conferences’ facilities or think we might be able to help your organisation with hosting a training event, please get in touch or call us on 01494 881 171.

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