Scribd
Upload
85 views8 pages

Training Objective

The document discusses setting training objectives. It states that trainers should have clear objectives so that both the trainer and trainee know what should be achieved by the end of the training. Objectives should contain an action verb and be observable or measurable. Objectives should also be specific, measurable, achievable and relevant. There are terminal objectives for the end of training, enabling objectives for sub-parts, and lesson objectives for individual lessons. Setting objectives helps avoid irrelevant content and guides planning, while also providing a basis for validation.

Uploaded by

Dhiraj Kumar Saraf
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
85 views8 pages

Training Objective

The document discusses setting training objectives. It states that trainers should have clear objectives so that both the trainer and trainee know what should be achieved by the end of the training. Objectives should contain an action verb and be observable or measurable. Objectives should also be specific, measurable, achievable and relevant. There are terminal objectives for the end of training, enabling objectives for sub-parts, and lesson objectives for individual lessons. Setting objectives helps avoid irrelevant content and guides planning, while also providing a basis for validation.

Uploaded by

Dhiraj Kumar Saraf
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
You are on page 1/ 8

Setting Training Objective

Presenting by
Name- Dhiraj kumar saraf
Roll no- 1419MBA45
Specialization- Human Resources (Hr)
Purpose of Training Objectives

If a trainer does not know where he is going there is little chance of the
learner knowing it either. It will lead to wastage of trainees & trainers time
and energy. The key question to ask is this “What kind of things should
trainee be able to do at the end of the training session?” Trainers should
have a clear, unambiguous answer to this question. Trainers are frequently
required to write training objectives. These should be clear, precise and
unambiguous statements that both trainers and trainees can use. A training
objective should contain a statement of performance that includes an
action (e.g. list, write, drill, type, interview, etc.) A question to ask about a
statement of performance is whether we can observe or measure it. If not,
it is almost certainly too vague and should be improved by including an
action wordone that can be observed or measured.
Characteristics of Objectives

1. Specific- Specific in the context of developing objectives means that an


observable action, behavior or achievement is described which is also
linked to a rate, number, percentage or frequency. ‘Answer the phone
quickly’ can be said to be a precise description of behavior, you can
clearly see whether someone answers the phone or not, but there is no
rate, number, percentage or frequency linked to it. So, if it is stated
‘Answer the phone within 3 rings’ a rate has been added and the
behavior is now much more specific.
2. Measurable- A system, method or procedure has to exist which allows
the tracking and recording of the behavior or action upon which the
objective is focused. Setting an objective that requires phone calls to
be answered in three rings is fine, provided a system exists which
measure whether this is actually being achieved. If none exists the
manager must be prepared to set time aside time to actually monitor
the response rates to incoming phone calls.
3. Achievable- likelihood of success but that does not mean easy or
simple. The objectives need to be stretching and The objectives that are
set with people need to be capable of being reached, put most
basically; there is a agreed by the parties involved. Setting targets that
are plainly ridiculous does not motivate people.
4. Relevant- This means two things; that the goal being set with the
individual is something they can actually impact upon or change and
secondly it should also be important to the organization. Example:
Telling the cleaners that they have to increase market share over the
next financial quarter is not actually something they can do anything
about and it’s not relevant to them. However, asking them to reduce
expenditure on cleaning materials by Rs. 15000 over the next three
months is entirely relevant to them. It’s what they spend their budget on
every day.
Structure of Objectives
1. Terminal Objectives- Terminal objectives are used to indicate that the
performance which has been described is what is expected at the end
or termination of training
2. Enabling Objectives- Once terminal objectives have been set it is
usually found that it can be broken down into a number of sub
objectives which are called enabling objectives. Achieving the sub
objectives enables the trainee to achieve the terminal objective.
3. Lesson Objectives- A further breakdown of enabling objectives
identifies the learning points which make up the parts of a lesson and
are described as lesson objectives.
Advantages of objectives
A. Irrelevant and unnecessary content is avoided.
B. Guidelines are provided for the design and planning of the programme
or course as a whole and its more detailed constituent parts.
C. Comprehensive advice is given to the trainers about what is expected of
them and the programme.
D. They provide the base by which the programme is validated for success.
Without identified objectives at the start of the programme, validation at
its end is worthless, as it is not measuring any change.
E. Written objectives provide quantitative material on which any
investigation for possible revision can be based.
F. Objectives prevent teaching too much or too little.
Disadvantages of objectives
A. Objectives make training programmes inflexible by constraining the
trainers to the objectives material alone.
B. Designers and trainers find that the writing down of objectives restricts
flexibility.
C. Too much time can be expanded in formulating objectives and writing
them down.
D. Training objectives are seen as behaviorally anchored outcome
measures and exclude the programmes theory and knowledge content.
THANKYOU

You might also like

pFad - Phonifier reborn

Pfad - The Proxy pFad of © 2024 Garber Painting. All rights reserved.

Note: This service is not intended for secure transactions such as banking, social media, email, or purchasing. Use at your own risk. We assume no liability whatsoever for broken pages.


Alternative Proxies:

Alternative Proxy

pFad Proxy

pFad v3 Proxy

pFad v4 Proxy