Internal Corporate Training: Complete Guide

Internal training is a powerful tool for developing skills within a company. It makes it possible to transmit specific knowledge, to adapt employees to market developments and to improve their commitment.

But how does in-house training work? What are its advantages and how can it be implemented effectively? We give you all the keys to understand and optimize your internal training strategy.

What is internal corporate training?

Internal training refers to all the training systems set up by a company for its employees, without recourse to an external organization. It can take several forms:

• Training sessions led by experienced employees,
• Practical workshops and scenarios,
• E-learning modules via a learning platform,
• Coaching and mentoring,
• Long-term skills development programs.

It is aimed at all levels of the organization, from new entrants to managers to operational teams. It is a key vector for adapting to changes, whether they are new regulations, technological developments or organizational transformations.

Which people can train internally?

Internal training can be provided by several profiles within the company:

• Managers and team leaders: they play a key role in transmitting knowledge and supporting employees.

• Business experts: these are internal specialists with in-depth expertise in a specific field.

• Certified internal trainers: some companies invest in the certification of trainers to ensure a structured educational framework.

• Experienced employees: thanks to a mentoring system, employees with solid experience can help their colleagues develop their skills.

Any company employee can train colleagues internally. The important thing is to ensure that trainers have the teaching skills and tools they need to effectively transmit their knowledge.

Although the law does not provide for a formal requirement concerning the CV of internal trainers, it is essential for the company to be able to justify their selection. To do this, it can rely on a job description or a capacity certificate. In addition, as part of quality controls, companies must be able to prove that the diplomas and qualifications of trainers are consistent with the training provided.

In order to ensure the effective transmission of knowledge, internal trainers can follow a trainer course to master teaching methods and improve their ability to teach.
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The advantages of internal corporate training

Internal training in a company has many advantages, both for the company and for the employees.

For the company

• Cost optimization: less expensive than external training, it reduces expenses on providers while ensuring effective knowledge transfer.

• Content personalization: the company designs training courses adapted to its specific needs, which guarantees a perfect match with its strategic objectives.

• Performance improvement: a better trained team is more efficient, more productive, and less prone to errors.

• Valuation of internal experts: training collaborators strengthen their expertise and commitment, thus promoting a dynamic of mentoring and internal collaboration.

• Better talent retention: employees who benefit from training opportunities are more committed and loyal to their company.

For employees

• Increase in skills: allows them to acquire knowledge that is directly applicable in their position, thus increasing their employability.

• Professional development: promotes internal promotions and mobility within the company.

• Strengthening corporate culture: training courses convey the values and vision of the organization, thus creating a strong sense of belonging.

• Flexibility and accessibility: via a learning platform (LMS), training can be followed at its own pace and adapted to the professional constraints of employees.

• Increased motivation: feeling accompanied and supported in your personal and professional development contributes to better commitment.

Why set up internal training in companies?

There are several reasons for setting up in-house training courses:

• Anticipate business developments and ensure the adaptability of teams in the face of market transformations.

• Improve productivity through better trained and more autonomous employees.

• Retain talent by offering them opportunities for growth and continuous learning.

• Develop collective intelligence and promote the sharing of best practices within teams.

• Meet legal obligations in terms of vocational training.

Rights and obligations related to internal training

The company has legal obligations regarding internal training:

• Right to training: each employee has the right to training throughout their career.
• Skills development plan: companies must offer training courses adapted to the needs of staff.
• Compliance with collective agreements: some provide for specific training regulations.
• Traceability and certification: the use of an LMS platform makes it possible to monitor and validate the lessons learned, thus guaranteeing compliance with regulatory requirements.

In addition, to justify the establishment of internal training, the company must be able to provide a number of elements, including:

• the program, the educational annex or the Individual Training Protocol (PIF),
• the provisional schedule,
• the skills of the internal trainer(s),
• the methods of assessing knowledge during and at the end of the training,
• the training budget,
• the training certificate or the certificate of completion of the action,
• the educational resources and materials used,
• attendance sheets signed by the trainees and the trainer.

7 steps to set up effective internal training

Internal training in a company requires serious organization in order to succeed effectively. To do this, a number of steps must be followed:

1. Analyzing training needs: this consists in identifying the skills that we want to instill in employees (activities, know-how, working methods, tasks to be carried out...). This identification is essential to establish a “specification for training action”, but also to guarantee the effectiveness of training.

2. Select the trainer (s): Just as one assesses the expertise of a trainer when selecting training from an external provider, it is essential to question the educational qualifications of an internal trainer.

3. Choosing the right format: face-to-face, e-learning, blended learning.

4. Select the right tools as an LMS platform to digitize and automate learning.

5. Create engaging content with business experts, educational AI solutions and Authoring tool to improve the teaching experience.

6. Deploy training and support learners to ensure personalized follow-up.

7. Evaluate and adjust training based on the feedback and the results obtained. As part of the training, an evaluation will be carried out by the trainer to determine whether the objectives have been achieved in full or in part. The trainer also seeks the opinion of the participants on the training, both in terms of content and organization or the degree of achievement sought. These two approaches not only make it possible to meet the regulatory requirement (evaluation), but also to carry out an analysis of training (including the aspects to be improved).

How does an internal training course take place?

Internal training can follow different methodologies depending on the objectives set. Here is a classic pattern:

1. Communicate about training: employees must be notified that training is going to take place (date, time, place of training, subject, purpose...).

2. Preparing training sites (or learning platform): address, number of chairs, equipment required or how to identify yourself on the learning platform.

3. The course of the training: planning of face-to-face, distance or blended learning modules, the various chapters to come, the objectives to be achieved...

4. Follow the results of the training: Support for learners and monitoring progress through performance indicators. Assessment of achievements, feedback and adjustment for the next training course.

How can internal training be financed?

Even if internal training is based on company resources, it can benefit from funding in case of material needs:

• OPCO (Competence Operators): helps to finance internal training actions.

• POEI (Operational Preparation for Individual Employment): train a new recruit who does not have the skills required for fixed-term, permanent or work-study recruitment. This assistance is paid once the training is over.

• AFPR (Pre-Recruitment Training Action): for the recruitment of a candidate registered with Pôle Emploi. This assistance is paid when the training is complete and the candidate is hired.

• Skills development plan: coverage of training costs by the company.

• CPF (Personal Training Account): may be mobilized in some cases for specific training.

• Subsidies and regional aid: some local authorities support vocational training through support systems.

Didask: a learning platform to optimize internal training

To structure and digitize internal training, the use of an LMS platform like Didask is a major asset. Thanks to Instructional AI, it enables the following actions:

• Personalization of courses according to the needs and levels of learners.
• Automated monitoring with accurate analyses of progress and adapted recommendations.
• Flexible and interactive access to training content, promoting more engaging teaching.
• Optimizing costs by reducing logistical needs and improving course efficiency.

Didask supports companies in setting up training courses that comply with legal requirements:

• Traceability and regulatory monitoring: thanks to advanced reporting functionalities, you can justify the monitoring and validation of the training courses carried out by your employees.
• Compliance with training obligations: Didask helps to structure a training plan aligned with the requirements of the Labor Code and collective agreements.
• Securing learning paths: by guaranteeing access to courses adapted to the needs of employees and the strategic objectives of the company.

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Internal training is a strategic lever for the development of skills and the competitiveness of companies. It offers advantages for both employees and employers.

By integrating a solution like the Didask learning platform, companies can structure, digitize and improve their internal training, thus guaranteeing effective and engaging learning for their teams.
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