Workplace Training Objectives Examples: How To Create Them for Your Team

What are training objectives?

Training objectives are specific, measurable goals for what learners will achieve after training, guiding content development and effectiveness training evaluation. They ensure the training aligns with overall organizational goals. They are the desired outcomes that provide value to the learners who participate in the training program.

Many training objectives examples in the workplace focus on outcomes, like an improved technical skill, an earned credential, or another professional certification that will relate directly to the upskilling or overall development of their careers. What’s more? Well, training objectives are important components for employee training and can vary between industries and organizations.

The purpose of training objectives

Creating meaningful, relatable, and effective training objectives is important. A few reasons to give added attention to your training objectives include the following:

• Give purpose to the course or program and lead the training design process
• Allow employees to understand what they need to do to succeed
• Set goals for trainees to achieve in steps toward a larger outcome, such as mastering technical skills
• Support business goals through the completion of training objectives
• Provide trainers with a clear method of measuring trainees’ progress through the program

Workplace training objectives examples

Here are some training objectives examples that are specific to learners:

• Increase customer satisfaction by improving communication skills
• Enhance product/service knowledge to increase sales by 20%
• Improve teamwork through effective collaboration practices
• Enhance data entry accuracy by 15% by mastering the latest software system
• Recognize and respond to the 5 most common customer questions
• Double the number of upsell opportunities proposed during customer consultations
• Learn and implement techniques for securing your electronically stored data
• Identify workplace hazards and report them

When organizing a training program, you can use Bloom’s taxonomy to gauge what the learners are likely to know and highlight what the organization wants them to learn. To learn more, read our blog on Benjamin Bloom’s Taxonomy in Workplace Training: Taking Learning to a Higher Level.

How do you create training objectives?

The following steps can help you formulate your own training objectives examples and create a motivational and productive training program in your workplace:

1 – Determine the desired outcomes

One of the most important aspects of creating effective training objectives is to understand what you want trainees to be able to do once they complete the training. The training outcomes you want to achieve will be the guide for writing the actual training objectives. identify what you expect trainees to learn during the course of the program. This will guide you as an instructor in writing clear, measurable training outcomes.

2 – Align training objectives to lead to outcomes

Once you have specified what you expect trainees to be able to achieve as a result of the training program, you can start developing the processes you’ll use to support learning and help trainees progress toward the outcomes you outlined in step one. For instance, if you want trainees to learn a new technical skill, like working with a new software program, you’ll brainstorm the approaches you’ll take to help trainees learn this skill. These processes will ultimately drive the training toward the outcomes you want to achieve.

3 – Identify challenges to learning

As you outline activities and procedures that align with the desired goals/outcomes of the training program, it’s important to identify any obstacles that could impede a trainee’s learning throughout the program.

For example, with a diverse team of staff members, it may be difficult to create activities and learning procedures that account for everyone’s unique style of learning. Also, it can evaluate the level learners are at – and where the organization wants them to be. For example, are they ready to utilize the information yet? Or will they need to achieve more? In this case, you might overcome this issue by taking a survey to see how your team members learn best. This way, you can set achievable training objectives for all trainees.

4 – Connect objectives to business goals

Once you have your desired outcomes, processes, and strategies for overcoming learning challenges, you can start writing your objectives. Connect what you expect trainees to know and be able to do with the goals your company wants to reach. Several questions to ask that can help you connect your training objectives to company objectives include:

1. How will this new skill or other outcome help the team contribute to the organization’s overall mission?
2. How do the desired goals contribute to the organizational values?
3. How will trainees’ development benefit overall productivity, performance and the achievement of the company’s growth and revenue goals?

Asking questions like these can help you relate your training objectives to the overall achievement of your team’s, department’s, and company’s business goals. This can also help you make sure that the outcomes you develop will be measurable and achievable for trainees who participate.

5 – Ensure objectives are realistic and attainable

The training objectives you write will need to be relatable and consist of measurable action verbs that allow you to assess learners’ understanding of the procedures and expectations. For example, in the case of learning a new software, the training objectives should have methods for you to monitor trainees’ hitherto progress in using the program’s components, navigating tools, and others that they are learning and gaining proficiency. what else? Your training objectives also should be relevant to the trainees’ prior skill level and experience.

New employees, for example, would benefit more from onboarding training, like basic company policies and procedures, while more seasoned employees may benefit from certification training or other advanced training programs. No matter the type of training, your objectives will need to be realistic, relevant, and attainable for the trainees who participate.

Do you like to add anything? Comment us below some training objectives examples!

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Frequently Asked Questions (FAQs)

What are training objectives?

Training objectives are specific, measurable goals for what learners will achieve after training, guiding content development and effectiveness training evaluation.

What are training objectives examples?

Identify workplace hazards and report them correctly.

What is the ROI of a training program?

Training ROI is the dollar amount an organization makes because of investing in training. It focuses on the benefits to the organization and business impact rather than the benefits to employees.