Training objective is intended end result of the training program. It should be:
- expressed in terms of:
- desired behavior,
- desired skill level,
- conditions under which that should occur,
Setting training objectives is essential in order to achieve real development, not only on paper. For example, setting training objective "train employees in project management" doesn't explain much for coach and doesn't give any method of verification.
The training objective could be: "improve ability to use project management methods (list of methods here) in simple projects". Then the coach knows that he has to teach several methods and focus on practicing those methods. The inspector knows that he/she should check whether employees used those methods in projects properly. Thus verification of training objectives is not always possible just after the training ends. It can take time
- Noe, R. A., & Peacock, M. (2002). Employee training and development.
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