Managing Training and Development: Building a Stronger, More Engaged Workforce

Strategically investing in employee training and professional development is crucial for achieving your organization’s goals. By nurturing employee talents and building skill sets, you not only strengthen your company culture but also empower leaders to better manage development needs. But effective training management goes beyond offering opportunities—it requires strategic evaluation and ongoing refinement to create lasting impact.

Read on to discover strategies for managing your talent development initiatives and how corporate training solutions can help streamline these efforts for long-term success.

Why Is Employee Training and Development Important?

Employee training and development refers to a company's ongoing commitment to boosting employee skills and performance through a combination of programs and activities. The U.S. Bureau of Labor Statistics reports that 84.4% of employees at companies with 50 or more people receive some sort of formal workplace training—with these efforts serving multiple purposes, like:

• Improving employee performance and productivity.

• Supporting career growth.

• Helping employees adapt to evolving business needs.

• Ensuring team members stay current with industry changes.

By equipping employees with new skills, you not only open doors for career advancement but also ensure your teams are always ready for new challenges. This continuous learning process empowers employees to perform at their best and contribute to organizational growth.

Training vs. Development

Training focuses on enhancing specific skills needed for an employee’s current role. These initiatives are typically more structured and short-term, such as onboarding, software training, and technical workshops. Employee development, on the other hand, takes a broader, long-term view aimed at preparing team members for future roles and career growth. This might include leadership programs, mentorship, or cross-training to expand their skill sets.

Together, training and development work hand in hand to create a more versatile and forward-thinking workforce.

The Benefits of Strategic Training and Development

A well-trained team drives better performance, boosts productivity, and sparks innovation. Companies with strong training programs also see higher employee retention, as team members feel more engaged and valued. In fact, Gallup reports that organizations investing strategically in employee development see 11% higher profitability and are twice as likely to retain workers.

For your workforce, the impact is just as significant—access to career growth and skill development increases engagement and job satisfaction. This is especially important, as Gallup reveals nearly 90% of employees consider career development opportunities crucial in their roles. By creating a culture of continuous improvement, you can give employees the tools they need to reach their full potential.

How a Training and Development Manager Shapes Impactful Learning

So, where does management fit into the picture of employee training and development?

Management ensures that training initiatives align with company goals and are effectively implemented. Essentially, training and development managers oversee the planning, execution, and evaluation of programs designed to enhance employee skills and performance. The purpose here is to create an environment that empowers team members to thrive.

Your management team ultimately plays a pivotal role in the success of development efforts, with Gallup finding that 70% of the variation in team engagement is influenced by leadership. This means managers have the power to set the tone for employee learning through the relationships they build. They can either serve as coaches who inspire and foster engagement or as leaders who unintentionally dampen it. In either case, the way your managers interact with their teams directly impacts your training outcomes.

Key Responsibilities of a Training and Development Manager

Whether you have an in-house manager or are considering bringing one in to improve your training efforts, effective management is essential for success. Here are some of the main responsibilities of a training and development manager:

• Developing Training Programs: Managers often take the lead in designing customized development programs in line with business objectives. They should collaborate with department heads and experts to ensure content is both engaging and actionable. This guarantees more practical, impactful training for team members.

• Budgeting and Resource Allocation: Development managers should oversee the training budget and allocate funds accordingly. By making smart decisions on resource allocation, they can scale training initiatives while maintaining high-quality standards. Balancing cost and quality ensures training programs deliver real value.

• Developing and Facilitating Training: Managers may be tasked with delivering key training sessions, especially for core programs. A hands-on approach helps your leaders communicate the material clearly and equips employees with valuable skills they can apply immediately.

• Fostering a Learning Culture: Training and development managers play a crucial role in cultivating a culture of continuous learning. Creating an environment where employees are encouraged to grow, collaborate, and take ownership of their own learning journey inspires curiosity and promotes knowledge-sharing

• Ensuring Compliance and Standards: It’s also the manager’s responsibility to ensure all training programs align with industry regulations and company standards. This means staying ahead of legal requirements and certifications while making sure training materials are always up to date.

The Five-Step Process of Managing Training and Development

Managing training and development effectively requires a structured approach to ensure meaningful results. Follow these five steps to improve your training strategy oversight:

1. Assess Training Needs

The first step is identifying where skill gaps exist. By analyzing employee performance, gathering feedback, and aligning with business goals, managers can pinpoint the most valuable areas for growth. That way, training is more relevant and impactful.

2. Set Clear Goals

Without clear objectives, training can miss the mark. Whether the focus is on leadership development, technical skills, or productivity improvements, setting measurable goals provides direction and a way to track success.

3. Select the Right Training Methods

One-size-fits-all doesn’t work for professional development. Managers should choose training methods that suit both the content and the employees—whether it’s hands-on workshops, mentorship programs, online courses, or interactive simulations.

4. Implement Training Effectively

Execution is everything. From structuring sessions in an engaging way to ensuring accessibility and participation, managers need to create an environment that encourages employees to absorb and apply new skills.

5. Measure, Adjust, and Improve

Training isn’t a one-and-done process. Managers should track progress, collect feedback, and analyze results to refine future programs. By continuously improving development efforts, companies can build a culture of ongoing learning and growth.

What Best Practices Can Managers Incorporate?

Consider the following strategies to maximize the impact of your training investments and ensure long-term success:

• Blend Learning Methods: Combine in-person sessions, e-learning, and hands-on practice to cater to different learning styles. Interactive workshops and real-world exercises can also make training more engaging and effective.

• Personalize Training: Tailor learning to employees’ roles and career goals. Targeted development ensures training is relevant, keeping employees engaged and improving retention.

• Encourage Mentorship and Peer Learning: Pair employees with mentors or facilitate peer learning groups to foster knowledge-sharing, skill growth, and a culture of continuous development.

• Foster Open Feedback: Create a space where employees can share input on training. Regular check-ins and surveys can help you refine programs to meet evolving needs.

• Leverage Data for Improvement: Track progress using analytics and feedback to fine-tune training. Data-driven insights ensure learning stays effective and impactful.

Breaking Down the Barriers to Employee Growth

What’s holding career development back? Managers, employees, and talent teams are often too overwhelmed with daily tasks to focus on long-term growth. When asked about the biggest obstacles to career development, respondents in LinkedIn’s 2025 Workplace Learning Report pointed to a lack of time and resources:

• 50% say managers don’t receive enough support.

• 45% say employees lack the necessary backing.

• 33% say talent teams themselves are under-supported.

While employees generally feel that leadership values career development, the issue isn’t resistance—it’s systemic roadblocks. Managers aren’t intentionally hindering growth, but without addressing these structural challenges, they struggle to create space for learning and development.

Let’s break down the biggest obstacles holding back effective talent and development management—and how leaders can take proactive steps to overcome them:

Budget Constraints

Tight budgets often mean training programs are one of the first areas to be scaled back. Without sufficient funding, organizations struggle to create training programs that meet the evolving needs of their workforce.

Solution: Prioritize essential training areas and explore cost-effective methods, such as digital learning platforms or in-house training.

Employee Engagement

When employees aren’t fully engaged, training efforts fail to achieve their potential. And when employees feel disconnected from their development, it negatively impacts productivity and retention.

Solution: Focus on fostering a culture where training is seen as a personal investment in growth. Make training interactive, relevant to their roles, and connected to real career opportunities for better engagement and motivation.

Keeping Up With Industry Trends

Industries are evolving quickly, making it challenging for organizations to keep pace. Training programs that aren’t updated regularly risk becoming irrelevant, resulting in a workforce that lacks the latest skills and knowledge.

Solution: Commit to continuously evaluating and updating training materials to reflect new technologies, regulations, and market shifts. Collaborating with industry experts can help ensure training is aligned with trends that will keep your organization competitive.

Resistance to Training

Some employees may be resistant to training, viewing it as a waste of time or unnecessary. Without buy-in from employees, even the best training programs can fail to deliver results—leaving you with little to show for your investment.

Solution: Show employees the direct benefits of training, including how it contributes to career growth, increases job satisfaction, and improves long-term job security. Personalizing the training experience and linking it to specific career milestones can help turn skeptics into advocates.

General Training Programs

When training programs don’t take into account the specific needs and goals of different departments or individuals, they can feel generic and ineffective. As a result, employees may fail to apply what they've learned, reducing the overall value of the program.

Solution: Tailor training to address the unique needs of roles and skill gaps, or offer customized learning paths, so employees get the most relevant and actionable content. This leads to better outcomes for both employees and the organization.

Explore ACI Learning’s LMP and Corporate Training Solutions

Managers are at the heart of successful employee training and development—tasked with creating an environment where growth is prioritized. And taking a more strategic approach helps drive engagement and long-term results.

ACI Learning is here to help with myACI Learn. This scalable solution provides flexibility through on-demand, live online, or fully customized training options to meet your organization's unique training needs. Powered by integrated AI, myACI Learn offers personalized assessments and analytics while pinpointing skill gaps to enhance learning outcomes. Ensure your team has access to the most relevant, up-to-date, and engaging content available.

Ready to transform your training initiatives? Discover how myACI Learn can support your organizational goals, or schedule a demo to get started.