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Training objectives are specific, measurable steps that are required to achieve the ultimate learning goal. These objectives ensure that all the stakeholders are on the same page about how the training program will run and what the success criteria are.
Nope. Goals and objectives are not the same. It is important to understand the distinction between them. A learning goal is broad and speaks about the chief outcome of the training. Training objectives describe the quantifiable results that you need to meet in order to achieve a broader goal. You may have one or two learning goals, but you will need several objectives to achieve those goals.
Setting training objectives are important. They help you save a lot of time and money. When you know what your goals and objectives are, it helps smoothen the implementation. You are aware of the materials you need for the design and development phase. The objectives will help your employees be aware of what is expected of them. That way they can plan ahead so that the time spent on the learning is productive.
Now that you know how important training objectives are, it is essential to draft realistic and measurable ones. The key challenge is to create objectives that are clear and precise.
Here are four tips on how to write effective objectives.
It is critical that you are clear about the purpose of the training. What is the problem that you wish to resolve? Is it a performance issue? Or is it a knowledge gap? Once you are sure about the training purpose, it will be easier to work on the training objectives.
The expected outcome of all training programs should be measurable. At the end of the program, you need to evaluate the training on the basis of these expected results. So, the training objectives or learning outcomes should be phrased in a way that it is not left to interpretation. Use action verbs like learn, demonstrate, create, and so on.
The rule of thumb for writing learning objectives is to use simple language. Make it as precise as possible. Compact sentences that are specific to the training are easy to remember. Avoid using passive words and use direct wording. The language you use goes a long way in measuring your training success.
The learning objectives should be SMART. Here is what it means.
Specific – The goal should be specific. It should clearly mention the who, what, and where details.
Measurable – The learning outcome should be measurable. The learner should be able to quantify the expected outcome.
Attainable – The learning objectives should be realistic and achievable given the available resources and the time.
Relevant – The objectives must clarify why the learners need to take the training. it should clearly tell them how the skill and knowledge from the training will help them add value to their work.
Time-bound – There should be a distinct deadline for the objectives. Usually, it is at the end of the module. But, at times, the end may take a few days or weeks.
A well-crafted learning objective serves as a basis of the activities and assessments. First, you create the objectives based on your learner needs. Then you build the activities that will help the learners apply their newly earned knowledge and skill. Ultimately, design the assessments to meet the objectives and gauge their understanding.
Every training has its specific objectives that are based on the broader learning goal. It is important that you clearly identify the goals and objectives to keep your training focused on the desired results. It is quite common to set goals based on performance that relate to the return-on-expectations for the training module.
At Designing Digitally, Inc. we improve your training goals by helping you evaluate the content the learners need to receive and how to effectively deliver the information. We can build an entire learning ecosystem utilizing innovative storylines, games mechanics, interactivity, sound instruction, and adaptable technology.
To learn more about establishing the objectives for your training plans, get in touch with our experts today.
Related Resource: The Training Needs Analysis in Corporate Education White Paper