1. Training Objectives

2. Four Types of Training Objectives
Organizational objectives
Transfer of Training objectives
Learning objectives
Trainee reaction objectives

3. Four Types of Training Objectives
Organizational objectives
Describe the impact training will have on organizational or
operational outcomes
Transfer of Training objectives
Describe the impact training will have on the trainees’
job behavior
Learning objectives
Describe what will signify the desired learning has occurred.
Trainee reaction objectives
Describe the desired reactions to training and how/when
they will be measured.

4. Why Use Objectives?
It takes time, effort, and careful thought to do… why bother?
Guides the development of training
Focuses attention of trainers & trainees
Enhances transfer of knowledge
Reduces anxiety related to the unknown

5. Writing a Learning Objective

6. 1st, State The Purpose of Training
The Purpose Statement is a general description of what the training is intended to accomplish. Objectives follow from this.
It should be written to inform the participants.
It should NOT be stated as formally as a learning objective.

7. Example of a Purpose Statement
This training module is intended to provide participants with the competencies required to construct learning objectives in their proper form.

8. What do Learning Objectives tell you?
They answer the question,
“What will the trainee be required to do to show that the KSAs have been learned?”

9. How are Learning Objectives constructed?
Learning Objectives describe:
the type of behavior that will demonstrate learning has occurred,
the conditions under which the behavior must be performed, and
the standards (criteria) that will signify that a sufficient level of learning has occurred.

10. Behavior Clearly Describe Expected Behavior
Describe the specific behavior that demonstrates that the trainee has learned the targeted K, S, As
Ask yourself:
Is the wording clear and unambiguous?
Will someone unfamiliar with the training know what to look for?

11. Use action words for behavior
List
Answer
Identify
Describe
Match
Categorize
Create
Place
Attach
Sort
Lift
And so on

12. Example from selection interviewing
Behavior
Example from selection interviewing
Bad: The trainee will understand how to ask the right questions.
Understand????
Good: The trainee will ask questions that require the applicant to describe his/her past behavior as it relates to the job requirements for the open position.

13. Describing behavior isn’t enough
Behavior: The trainee will ask questions that require the applicant to describe his/her past behavior as it relates to the job requirements for the open position. You also need to describe the conditions under which the behavior occurs: When? Any aids available? What is the context? And so on…

14. Conditions
Conditions specify when and under what conditions the behavior must occur, including:
What assistance will be available
What barriers the trainee will face
Anything in the situation that will affect performance.

15. Conditions Example from selection interviewing
After the completion of training, using notes developed from the Camp, et al. Strategic Interviewing text, the trainee, when conducting a job interview, will ask questions that require the applicant to describe his/her past behavior as it relates to the job requirements for the open position.

16. Describing behavior & Conditions still isn’t enough
After the completion of training, using notes developed from the Camp, et al. Strategic Interviewing text, the trainee, when conducting a job interview, will ask questions that require the applicant to describe his/her past behavior as it relates to the job requirements for the open position.
You also need standards for the level of performance required, such as: speed, accuracy, quality etc.

17. Standards
Standards identify the level of performance that will signify satisfactory learning has occurred.
Typically these are in the form of an accuracy, a quality and or a speed component
However, other standards can exist. It depends on the KSAs to be developed.

18. Standards
Example
After the completion of training, using notes developed from the Camp, et al. Strategic Interviewing text, the trainee will ask questions during a 60 minute job interview that require the applicant to describe his/her past behavior as it relates to all of the key job requirements for the open position. In addition, the questions will adhere to all EEO laws and regulations. On average, two expert observers will rate the interviewer as an 8 or higher on the 10 point rating scale.

19. What will evaluation look like for this training in Selection Interviewing?
Each trainee will have to conduct a 60 minute interview of a job candidate (probably role play)
2 evaluators observing and scoring
Your objectives define your evaluation

20. Summary of the Key Components of Objectives
Behavior should include a “doing” verb
and describe the behavior that will show that learning has occurred.
Conditions should include all factors that will influence performance.
Standards should describe the definitions of success (e.g., accuracy, quality and speed)
Behavior Conditions Standards

21. Training Objectives Role
The training objectives are the focus for the rest of your design activities …
and, for your development and implementation phase activities.