Once an organization determines the skills it wants to accomplish in its training, it must establish learning objectives to guide the trainer in designing the training session. Training strategy drives learning objectives and training outcomes to ensure objectives are consistent with the overall strategic goals of the company, and we are subsequently evaluating those outcomes of value.

The Association for Talent Development (ATD) defines a learning objective as the knowledge or skill that the trainee must obtain and exhibit in the training session to achieve the training goals. ATD argues learning objectives explain in specific and measurable terms what trainees will do to learn the defined knowledge or skills and demonstrate this learning.

In planning the objectives, you must first understand and determine the overall purpose of the training. Ideally, this has been addressed during the needs analysis process and is expressed in the training goals. The expectation is that a gap exists between the skills employees have now and what they need to accurately perform their jobs. Training is intended to bridge that gap to ensure employees receive the appropriate training.

In order to write the objectives once they are conceptualized, trainers must use clear, direct language that is easily identifiable and actionable. For example, there is a substantive difference between training with “understanding” as a learning objective and training with “demonstrate” as the objective. When possible, it is advantageous to frame the objective in terms of realistic or applied events. These can be linked to customer, vendor, supplier, or employee needs specifically, and related to the organization’s goals. Lastly, keep the objectives concise, typically expressed in one sentence. This will make it easier for the trainee to understand it, and for the trainer to assess success.