Setting Training objective

All to often managing training operations overlooks the establishment of training objectives. Training objectives are derived from training needs analysis, and/or performance assessment of personal development portfolios, and state the targeted improvement in output or performance required as a result of training and/or development. Ideally objectives should cascade through the organisation, i.e., from corporate aims, objectives need assigning to each senior manager, in turn they have to be broken down to functional sections/work groups or individuals as appropriate. Consequently all levels become aware of their "assignment". These corporate objectives should have been a driving force during the determination of individual training needs analysis with the consequence of clarifying training plans in individual personal development portfolios as the prime mechanism assisting in the achievement of corporate objectives.

In the setting of training objectives they must state what each individual or group will do better or differently as a result of the training. Ideally this declaration should link to the corporate need and be SMART in construction. Finally managing training operations should ensure that individual or group, corporate training objectives should be used to design personal development plans, design training events and/or development experiences, drive delivery and be used subsequently to assess performance improvement.