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Developing Training Objectives

Once training requirements have been identified using needs analyses, training objectives and priorities can be established by a “gap analysis,” which indicates the distance between where an organization is with its employee capabilities and where it needs to be. To close the gap, training objectives and priorities are then determined. There are two basic elements of creating learning objectives, identifying after-training behaviors and developing appropriately stated objectives. The success of training should be measured in terms of the objectives that were set before it took place. When creating learning objectives, it is helpful to start at the end by specifying what a learner should be able to do after completing the training. This type of thinking guides the design and development of the training. Ideally, management looks at training needs in relation to strategic plans and as part of the organizational change process. Then training needs can be prioritized on the basis of objectives. Conducting the training most needed to improve organizational performance will produce visible results more quickly.