Training objectives
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Training Objectives. Four Types of Training Objectives. Organizational objectives Transfer of Training objectives Learning objectives Trainee reaction objectives. Why Use Objectives?. It takes time, effort, and careful thought to do… why bother?. Guides the development of training

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Training Objectives

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Training objectives

Training Objectives


Four types of training objectives

Four Types of Training Objectives

  • Organizational objectives

  • Transfer of Training objectives

  • Learning objectives

  • Trainee reaction objectives


Why use objectives

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


Writing a learning objective

Writing a Learning Objective


1st state the purpose of training

1st, State The Purpose of Training

The Purpose Statementis 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.


Example of a purpose statement

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.


What do learning objectives tell you

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?”


How are learning objectives constructed

How are Learning Objectives constructed?

Learning Objectives describe:

  • the type of behavior that will demonstrate learning has occurred,

  • the conditionsunder which the behavior must be performed, and

  • the standards (criteria) that will signify that a sufficient level of learning has occurred.


Behavior

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?


Use action words for behavior

Use action words for behavior

  • List

  • Identify

  • Match

  • Create

  • Attach

  • Lift

  • Answer

  • Describe

  • Categorize

  • Place

  • Sort

  • And so on


Behavior1

Behavior

  • Example from selection interviewing

    Bad:The trainee will understand how to ask the right questions.

Understand????

  • Good:The traineewill ask questions that require the applicant to describe his/her past behavior as it relates to the job requirements for the open position.


Describing behavior isn t enough

Describing behavior isn’t enough

Behavior: The traineewill 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…


Conditions

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.


Conditions1

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.


Describing behavior conditions still isn t enough

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.


Standards

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.


Standards1

Standards

  • Example

    • After the completion of training, using notes developed from the Camp, et al. Strategic Interviewing text, the trainee will ask questionsduringa 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.


What will evaluation look like for this training in selection interviewing

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


Summary of the key components of objectives

Summary of the Key Components of Objectives

  • Behavior should include a “doing” verb

    and describe the behavior that will show that learning has occurred.

  • Conditionsshould include all factors that will influence performance.

  • Standardsshould describe the definitions of success (e.g., accuracy, quality and speed)

Behavior Conditions Standards


Training objectives role

Training Objectives Role

The training objectives are the focus for the rest of your design activities …

and, for your development and implementation phase activities.


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