Training objectives provide the basis for all the tasks which follow in the program design process. They can also serve a variety of administrative functions, as well. Some of the important uses are:
- Articulate the goal of the training
Trainers need to know what new skills and behaviors will result from a training course in order to make informed choices about what programs to offer
- Communicate intent to learner
By dispelling unrealistic expectations learners gain a clear sense of current status and desired outcome to better measure personal progress
- Provide means for evaluation
Objectives establish a framework formeasuring the degree to which a learner has acquired a desired skill or can perform a desired function
- Assist in selection of materials, content, methods
Training program designers need to know the effect they wish to achieve to effectively choose appropriate training tools
Essential Characteristics
- Description of task and results — evidence of achievement
Question: What is the learner doing when demonstrating achievement of the objective?
- Conditions under which performance will take place
Question: What are the conditions under which the learner is expected to demonstrate achievement?
- Criterion, standards — minimum acceptable level
Question: What level of achievement is the learner expected to demonstrate?
Example: After a six-week training program, trainee will be able to identify and perform all search functions correctly using a set of standard sample queries (Under certain conditions, learner is expected to perform a specific task to a particular standard).
Fundamental Rule of Thumb: Objectives must be measurable and observable
