Once the training needs are identified, the next step is to set training objectives in concrete terms and to decide the strategies to be adopted to achieve these objectives. The overall aim of training programme is to fill in the gap between the existing and the desired pool of knowledge, skills and aptitudes.
Objectives of training express the gap between the present and the desired performance levels. Definition of training objectives in both quantitative and qualitative terms will help to evaluate and monitor the effectiveness of training.
Involvement of top management is necessary to integrate the training objectives with the organizational objectives.
The main objectives of training may be defined as follows:
a) To impart to new entrants the basic knowledge and skills required for efficient
performance of definite tasks;
b) To set the employees to function more effectively in their present positions by
exposing them to the latest concepts, information and techniques and developing skills they
would require in their particular fields;
c) To build up a second line of competent officers and prepare them to occupy more
responsible positions;
d) To broaden the minds of senior managers through interchange of experience within
and outside so as to correct the narrow outlook caused due to over specialization.
The above objectives may be classified in terms of learning levels, e.g. motor skills, adaption level, interpersonal understanding, and values. These may alternatively be classified into status quo objectives, corrective objectives, problem solving objectives and innovative objectives.
According to Harris, “Training of any kind should have as its objective the redirection or improvement of behavior so that the performance of the trainee becomes more useful and productive for himself and for the organization of which he is part.” In other words, training objectives should be stated in terms of changes required in behavior and performance.
While setting training objectives the following criteria may be used.
• Nature and the size of group to be trained.
• Roles and tasks to be coined out by the target group.
• Relevance, applicability, and compatibility of training to work situation.
• Identification of behavior where is required.
• Existing and desired behavior defined in terms of ratio, frequency, quality of
interaction, repetitiveness, innovations supervision, etc.
• Operational results to be achieved through training, e.g. productivity, cost, down time, creativity, turnover, etc.
• Indicators to be used in determining changes from existing to the desired level of terms of ratio and frequency.
Objectives of training express the gap between the present and the desired performance levels. Definition of training objectives in both quantitative and qualitative terms will help to evaluate and monitor the effectiveness of training.
Involvement of top management is necessary to integrate the training objectives with the organizational objectives.
The main objectives of training may be defined as follows:
a) To impart to new entrants the basic knowledge and skills required for efficient
performance of definite tasks;
b) To set the employees to function more effectively in their present positions by
exposing them to the latest concepts, information and techniques and developing skills they
would require in their particular fields;
c) To build up a second line of competent officers and prepare them to occupy more
responsible positions;
d) To broaden the minds of senior managers through interchange of experience within
and outside so as to correct the narrow outlook caused due to over specialization.
The above objectives may be classified in terms of learning levels, e.g. motor skills, adaption level, interpersonal understanding, and values. These may alternatively be classified into status quo objectives, corrective objectives, problem solving objectives and innovative objectives.
According to Harris, “Training of any kind should have as its objective the redirection or improvement of behavior so that the performance of the trainee becomes more useful and productive for himself and for the organization of which he is part.” In other words, training objectives should be stated in terms of changes required in behavior and performance.
While setting training objectives the following criteria may be used.
• Nature and the size of group to be trained.
• Roles and tasks to be coined out by the target group.
• Relevance, applicability, and compatibility of training to work situation.
• Identification of behavior where is required.
• Existing and desired behavior defined in terms of ratio, frequency, quality of
interaction, repetitiveness, innovations supervision, etc.
• Operational results to be achieved through training, e.g. productivity, cost, down time, creativity, turnover, etc.
• Indicators to be used in determining changes from existing to the desired level of terms of ratio and frequency.