In some cases the availability of needs assessment data may be limited. Although HRD practitioners may feel that it will be difficult to design effective training programs, sometimes they must improvise and make the best of such suboptimal situations. At the same time, every effort should be made to persuade management of the importance of conducting needs analysis and prioritizing HRD needs, as time and resources allow.

It is important to stress at the outset that program design can be a lengthy process. HRD professionals must simultaneously accomplish several other critical tasks throughout the design process. Objectives define what participants will be expected to learn or do as a result of participating in the HRD program or intervention. Statements of HRD needs are often not detailed enough to be used as specific program outcomes. Rather, they state the problem at hand, and, ideally, include a diagnosis of the problem’s causes. Objectives, in contrast, should state the outcome the program is intended to produce.

Defining the objectives for the training or HRD program is one of the first things an HRD professional should do—after completing the needs assessment. HRD or training program objectives describe the intent and the desired result of the HRD program. Rather, objectives are used as the basis for determining which methods should be used to achieve the specified outcome. They are essential to a successful training or HRD program.

Objectives are used by the organization to evaluate the program’s success. In short, objectives tell you where the program is going and how to know when you have reached your desired target. Training effectiveness was measured in terms of perceived achievement of training objectives, as well as by comparing training expenditures to company productivity. To be effective, objectives must link to important organizational outcomes. Needs assessment data are useful for defining program objectives because they identify the deficiencies or challenges to be addressed.

Program objectives that lack clear statements concerning performance, conditions, and criteria are often ambiguous and can cause those who interpret the objectives differently to feel frustrated and come into conflict with one another. Have the objectives reviewed by others. If they are confused, the objectives should be revised.