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.