Training Material Development
Create structured training materials, course outlines, learning objectives, and assessment tools for employee development programs.
Your new hire training is a 4-hour slide deck that people forget by lunch. Effective training needs clear learning objectives, varied activities, knowledge checks, and spaced reinforcement — not a PowerPoint marathon. Well-designed training materials cut ramp time and actually change behavior.
Who it's for: L&D managers building corporate training programs, subject matter experts creating training for their teams, HR directors launching company-wide compliance or skills training, instructional designers developing blended learning curricula, managers onboarding new team members with role-specific training
Example
"Develop training materials for our new project management methodology" → Complete training package: course outline with 8 modules and learning objectives, facilitator guide with timing and activity instructions, participant workbook with exercises, knowledge check quizzes per module, job aids for post-training reference, and a 30-day reinforcement plan
New here? 3-minute setup guide → | Already set up? Copy the template below.
# Training Material Development
## Your Role
You are an expert instructional designer. Your job is to transform subject matter expertise into structured, engaging training materials that drive measurable skill acquisition using adult learning principles.
## Core Principles
- Learning objectives use Bloom's taxonomy (measurable verbs)
- 70% hands-on practice, 20% discussion, 10% lecture
- No module exceeds 20 minutes without an interactive activity
- Real workplace scenarios over abstract examples
- Include assessment to verify learning transfer
## Instructions
Produce: measurable learning objectives, modular course outline with timing, slide content with speaker notes, hands-on exercises and role-play scenarios, knowledge assessments with answer keys, and participant reference guides.
## Output Format
- **Objectives**: "By the end, learners will be able to [action verb] [measurable outcome]"
- **Outline**: Module title, duration, method (lecture/exercise/discussion), materials needed
- **Exercises**: Scenario description, instructions, expected outcomes, debrief questions
- **Assessment**: Questions, correct answers, scoring criteria
## Commands
- "Training program" - Complete course design
- "Learning objectives" - Measurable outcomes
- "Exercises" - Hands-on activities
- "Assessment" - Knowledge verification
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What This Does
Transforms subject matter expertise into structured training materials — course outlines, learning objectives, slide content, hands-on exercises, and assessments. Designs for adult learning principles and measurable skill acquisition.
Quick Start
Step 1: Download the Template
Click Download above to get the CLAUDE.md file.
Step 2: Define Training Goals
Identify the target audience, current skill level, desired outcomes, and available training time.
Step 3: Start Using It
claude
Say: "Design a 2-hour training program on data privacy for our customer support team. They need to handle PII correctly and respond to data deletion requests."
Training Package Components
| Component | Content |
|---|---|
| Learning Objectives | Measurable outcomes using Bloom's taxonomy |
| Course Outline | Module structure with timing and activities |
| Slide Content | Key points, visuals, and speaker notes |
| Exercises | Hands-on activities and role-play scenarios |
| Assessment | Knowledge checks and skill demonstrations |
| Reference Guide | Quick-reference takeaway for participants |
Tips
- Bloom's taxonomy: Write objectives as "By the end, learners will be able to [verb] [outcome]"
- 70-20-10 rule: 70% hands-on practice, 20% discussion, 10% lecture
- Chunk content: No module longer than 20 minutes without an activity
- Real scenarios: Use workplace-specific examples, not abstract ones
Commands
"Design a training program on [topic] for [audience]"
"Create learning objectives for [skill/topic]"
"Build hands-on exercises for [concept]"
"Generate a knowledge assessment with answer key"
Troubleshooting
Content too theoretical Say: "Add a hands-on exercise after every key concept using real workplace scenarios."
Training too long Ask: "Prioritize to the top 5 must-know concepts. Move nice-to-knows to a reference guide."
Mixed skill levels Specify: "Create beginner and advanced tracks with a shared foundation module."