#4: OBJECTIVE SETTING

Happy evening everyone,

One of the earliest actions to be undertaken by a trainer when he/she is given a training assignment  is setting the objectives of the program. It comes right after the Training Needs Analysis (TNA) has been completed and the "knowledge or skills gap" has been identified. (A separate text will be written on TNA later).

There are many ways of setting objectives of a training program. I favour the learning outcome approach (i.e. determine what is the result(s) you want at the end of the training).

There are two types of objectives: Terminal objective ( the long term outcome) and session objective (the outcome at the end of a training session). A terminal objective should begin with the phrase "After the training/course participants should become ..............(state the type of person he is expected to become if he practise the principles/concepts/models taught in the program e.g. a more competent supervisor, a car mechanic, an amateur stamp collector, etc). The session objective(s) state what the person can do during or at the end of the session. It should use the phrase "At the end of this program/training session participants should be able to do the following:-" and then itemise the objectives one by one.

Example of a terminal objective for a course on leadership skills:

"Terminal Objective: After attending this two-day course participants should become a more competent leader at his workplace, able to build strong relationships with his constituents, influence them effectively, and lead them in achieving a group goal successfully.

Session Objectives: At the end of this two-day course participants should be able to do the following:-

1. Distinguish between a leader & a manager;
2. Describe the conventional leadership models such as the traits theory (per Davies), behavioral theory (per Blake & Mouton) and situational theory (per House & Blanchard);
3. Describe the Exemplary Leadership model by Kouzes & Posner; and
4. Demonstrate they could apply the five pillars of exemplary leadership i.e. Model the Way, Inspire a Shared Vision, Challenge the Process, Enable Others to Act, and Encourage the Heart."

Notice the following:-

* Each statement of the session objectives begins with a verb;
* Don't use the word "understand", "know", "realise" and such like. These are abstract, non-exact. We need to prove they "understand", "know", "realise". It is therefore better to use measurable terms such as describe,  calculate, distinguish between, identify, itemise, etc when stating objectives.
* Set objectives that can be achieved during the program, not beyond the program.
* Objectives may be set by the client (HR manager, training manager, etc). But the objectives they determined may be general ones (such as leadership skills), or something beyond the scope of the topic (such as patriotism, loyalty to the organisation, etc). The trainer must restate the objectives in the form of learning outcomes what he can achieve during the (short) duration of the training.

After setting the objectives the trainer may proceed with his research into the literature and write or  collate notes relating to the objectives set. His notes should satisfy (answer) all the objectives set.

Cheers!

Hj Tajodin
23/3/13