5 Tips on Setting Realistic Training

Objectives
November 22, 20176 min read

Creating a training program involves going through a lot of detailed and

specific information. While adhering to the step-by-step training and
development process is an ideal scenario: unfortunately, this isnʼt the
case most of the time.

Setting realistic training objectives may be the most critical, yet the
most overlooked phase of the entire training and development cycle.
With the training team raring to go straight to designing slides and
facilitating classes, there is always that tendency to rush through
formulating realistic learning goals and objectives.

Knowing the importance of training objectives, creating them must,

therefore, be taken with due diligence. And with that said, here are five
tips that can help you create effective, realistic, and measurable
objectives for employee training.

1. Make the purpose of the training clear

What is the training program supposed to address? Is it a performance
gap? Is it a knowledge gap? Is it for learning a new skill that will make the
workforce more competitive? Whatever the case may be, you need to
make sure that the purpose of the training is clear.

Once this justification is evident, it will be easier to create training

objectives that are bound to deliver expected outcomes. Always
remember that training sessions do not just come out of thin air. There is
always a reason why training needs to take place. The data gathering and
analysis phase of the training cycle should be able to point these out.

2. Define expected outcomes

Training outcomes are the measurable goals learners must achieve

at the end of a session or program. In addition, these expected
outcomes determine the success (or failure) of your training strategy.
And at the end of the day, training is evaluated on whether or not these
expected outcomes have been attained.

When writing down desired learning outcomes, always make sure that the
outcome is phrased in such a way that leaves nothing to interpretation.
Avoid using vague words like ‘understandʼ, ‘realize,ʼ and ‘learn.ʼ Make use
of verbs that show observable measurable and observable action
instead.

For example, verbs like ‘create,ʼ ‘demonstrate,ʼ ‘calculate,ʼ (depending on

your intended outcomes), are the best ones to use.

3. Put conditions into great consideration

When formulating training objectives you must also take into

consideration the circumstances in which the training will be
executed. Parameters, resources, materials, and pre-requirements are
some of these conditions that you might want to pay attention to.

In terms of parameters, materials, and resources, the venue and the

availability of materials, for example, can greatly affect how the training
will be delivered. Not only that, these elements might also be limiting
factors when it comes to the learning experience.

Moreover, prerequisites also must be considered. There are some

training programs that require learners to take some classes beforehand.
There are also times when training classes require essential skills from
their learners before they can attend a session.

These conditions, at first glance, might seem quite trivial. However, they
can and will play a big part when designing and implementing the
program. So, take these conditions and limitations in great regard when
creating your training objectives.

5 Tips on Setting Realistic Training Objectives – TalentLMS Blog

4. Align training objectives with business goals

At the end of the day, results will always be the measure of any
programʼs success. Training objectives need to be grounded on
observable outcomes. These outcomes, in turn, have to be based on
certain criteria. Furthermore, these benchmarks are usually based on key
performance indicators or skill levels based on scorecards or rubrics.

Objectives of employee training not based on any standard or

business metric will just be a waste of time and resources. Always
remember that the objective of training in an organization is to produce
business results. An effective and relevant program will always have a
positive effect on a certain aspect of a businessʼ performance.
So, make sure that all learning objectives will actually (and eventually)
result in increased performance.

5. Write down your objectives using the SMART format

The SMART format has been the go-to standard when it comes to
formulating any type of objective – training or otherwise. Creating
measurable learning objectives can be summed up in five letters, and
these are:

S – Specific
Desired training goals, first, need to be specific. And that meaning each
expected output can be defined by the ‘who,ʼ ‘what,ʼ and ‘where
(optional).ʼ Who will demonstrate what skill, and where? And donʼt forget
to only focus on one specific skill/knowledge for each objective.

M – Measurable
Secondly, learning outcomes also need to be measurable. This means
that a person must be able to quantify and/or qualify the expected output
from a learner. This second characteristic answers the question ‘How?”
How was the skill demonstrated? Can the demonstrated skill be
observed?

A – Attainable
Being attainable means that the training objectives are realistic given the
set amount of time and resources. Is it actually be possible to attain the
goals given the situation? Of course, you cannot expect learners to
capably demonstrate a complex skill given just thirty minutes or an hour
of training.

R – Relevant
Being relevant answers the ‘Why?ʼ question. Always remember WIIFM
(“Whatʼs in it for me?”). Learners need to know why they are in training
and what they can get out of it. Can the skills or knowledge that theyʼre
going to learn to help them perform better at work? Can the
skills/knowledge taught at the training session be used in actual work
scenarios?

T – Time-bound
The time-bound element answers the question, ‘When?ʼ There is a saying
that a goal without a deadline is just a dream, and the same also applies
to creating training objectives. For most training sessions, the deadline
is usually at the end of the session. There are cases, however, that
attaining set goals can take a few days to a week – sometimes even
months!

But how do you create measurable objectives? Here are examples of

vague learning objectives converted into SMART format:

Vague: “Learners will understand the SMART format.”

SMART: “At the end of the session (Time-bound, Attainable), supervisors
will be able to create (Measurable), SMART goals (Specific) for their
respective teams (Relevant).”

Vague: “Participants will learn how to operate the new system.”

SMART: “At the end of the session (Time-bound, Attainable), the

participants will be able to process sales orders (Specific, Measurable)
on the new CRM system (Relevant).”

Conclusion

The main purpose of training objectives is to tie the training program

with actual business results. Establishing clear, realistic, and
measurable training goals at the onset of the training process will play a
big part in ensuring the success of a training program.

Having clear-cut objectives not only answers the intended audienceʼs

“Whatʼs in it for me? (WIIFM) question. These goals also link the training
with the expected measurable outcomes. A lot actually depends on these
objectives; so try to make them SMART in order to be realistic, relevant,
and, most importantly, results-driven.
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