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