Training Objectives: How To Set SMART Goals for Employee Training

Launching a training program without clear objectives is akin to setting sail without a destination in mind. 

This article explores the key factors behind why SMART goals and objectives work. SMART, an acronym for Specific, Measurable, Achievable, Relevant, and Time-bound, provides a systematic approach to crafting objectives that are not only actionable but also conducive to meaningful learning outcomes.

Read on to learn how you can incorporate this framework into your employee learning programs and empower your employees to be their best selves. 

What Are Training Objectives?

A training objective is a clear, concise statement that outlines the aims of a training program. It directs the focus and content of the training toward specific goals, defining the intended outcomes and aiding in the design of effective learning experiences. 

Training objectives address the question, “What should participants be able to do or know after completing the training?” They serve as a roadmap for trainers and trainees alike, setting expectations and ensuring the training progresses as planned.

What Is the Difference Between Training Objectives and Training Goals?

Training objectives and goals are key to creating effective learning programs, though they differ significantly in scope and purpose.

Training objectives are specific, measurable outcomes that describe what learners should achieve by the end of a program. Focused on skills, knowledge, or behaviors, these objectives are usually broken down into smaller, achievable steps. They guide the instructional design process and provide a clear roadmap for trainers and learners, answering the question: “What should participants know or be able to do after completing the training?”

In contrast, training goals are broader statements that articulate the overall aims of a program. They set the overarching direction and purpose, outlining desired outcomes at a higher level. Goals provide a general perspective on the changes or improvements the training intends to bring about.

In essence, while training objectives detail the specific milestones learners aim to reach, training goals present the larger aspirations that drive the entire training initiative. Together, they form a comprehensive framework for planning, implementing, and evaluating training programs to ensure they meet both organizational and individual learning needs.

Training Objective Examples

Training objectives are specific, measurable goals that define what learners should be able to accomplish after completing an employee training program. Below are some examples:

1. Technical Skills Training:
   • Participants will proficiently use specific software or tools to perform designated tasks.
   • Trainees will demonstrate the ability to troubleshoot specific equipment or systems.
   • Learners will achieve proficiency in a specific programming language to develop particular types of applications.
2. Soft Skills Development:
   • Participants will enhance communication skills through active listening and clear articulation.
   • Trainees will develop effective conflict resolution techniques for workplace disputes.
   • Learners will improve time management skills to prioritize tasks and meet deadlines.
3. Leadership Training:
   • Participants will learn to provide constructive feedback to team members.
   • Trainees will acquire strategies for motivating teams and achieving organizational goals.
   • Learners will enhance decision-making skills through scenario-based exercises.
4. Customer Service Training:
   • Participants will use empathy and active listening to handle customer inquiries and complaints.
   • Trainees will learn techniques for de-escalating tense situations with customers.
   • Learners will improve product knowledge to provide accurate and helpful customer assistance.
5. Compliance and Regulatory Training:
   • Participants will understand and adhere to specific industry regulations in their daily operations.
   • Trainees will demonstrate knowledge of company policies on data security and privacy.
   • Learners will complete certification on specific regulatory standards and pass the associated exam.
6. Sales Training:
   • Participants will learn prospecting techniques to identify and qualify leads.
   • Trainees will develop presentation skills to effectively communicate product benefits.
   • Learners will understand the entire sales process, from lead generation to closing and follow-up.
7. Safety Training:
   • Participants will demonstrate proper procedures for handling hazardous materials according to OSHA standards.
   • Trainees will learn emergency response protocols, including evacuation procedures and first aid.
   • Learners will understand principles of workplace ergonomics to prevent injuries.
8. Diversity and Inclusion Training:
   • Participants will recognize unconscious bias and learn strategies to mitigate its impact.
   • Trainees will understand the importance of diversity and inclusion in promoting innovation.
   • Learners will develop skills to create an inclusive work environment where all employees feel valued.

Training Goal Examples

Training goals are broader than training objectives and focus on the overall aims or desired outcomes of a training program. Here are some examples:

1. Increase Employee Productivity:
   • Improve employees’ efficiency and effectiveness in their roles.
   • Streamline workflows and reduce time spent on non-essential tasks.
   • Enhance employees’ ability to manage their workload and meet deadlines.
2. Foster a Culture of Learning and Development:
   • Encourage continuous learning and skill development among employees.
   • Create opportunities for career advancement and personal growth within the organization.
   • Support employees in achieving their professional development goals.
3. Improve Organizational Performance:
   • Align training with strategic organizational objectives.
   • Increase the efficiency and effectiveness of processes and operations through targeted training.
   • Drive innovation and adaptability by equipping employees with the skills needed for a rapidly changing environment.
4. Enhance Health and Safety:
   • Provide training on relevant safety protocols and procedures to ensure a safe work environment.
   • Reduce workplace accidents and injuries through comprehensive safety training.
   • Promote a culture of safety awareness and employee well-being across the organization.

Why Are Training Objectives Important?

Training objectives are essential for maintaining organization in corporate training programs, which experts estimate waste approximately $87.6 billion dollars annually. are wasted in corporate training programs.

This wastage includes training expenses associated with:

• Outside products and services
• Food
• Facilities 
• Equipment
• Travel    
• Payroll

Without carefully planned and strategized goal-setting at the outset, the effort put into creating a training program may be in vain if participants forget what they learned in the subsequent weeks and months.

Setting relevant goals and breaking them into manageable parts is critical to avoiding wasted time and money in corporate training efforts. Taking time to set relevant goals and dividing them into manageable chunks will help avoid misspent time and money.

    

How To Set SMART Training Objectives          

Not all training objectives are created equal. To ensure that your training is results-oriented and produces measurable outcomes, it’s essential to set SMART training objectives. Read on to learn how.

Be Specific

When developing a training program, clearly identify the objectives you aim to achieve. For instance, if you are setting up a course to familiarize employees with new software, your goal might focus on enhancing employee retention. To gauge the effectiveness of the training, establish specific metrics, such as tracking employee engagement levels during the sessions.

If your goal is to enhance soft skills, pinpoint exactly which skills to address. If the training focuses on improving communication, specify the particular issues at hand, such as poor email communication or managers’ unclear performance expectations.

Additionally, clearly define the target audience for your training. Determine whether the program is designed for experienced employees or new hires, and outline the expected outcomes. Employ strategies like mind mapping to break down these goals into actionable steps, ensuring the training aligns with your objectives.

Set Measurable Goals

Evaluate the return on investment of your training program by determining what and how you will measure success. Measuring training outcomes often involves qualitative data, such as survey results, which can be challenging to quantify. However, Learning Management System (LMS) tools can help by tracking completion rates, administering learning exercises and quizzes, and analyzing the time and effort employees invest in learning materials. This data provides a solid basis for calculating the ROI, giving you concrete figures on the impact of your training.

This type of evaluation not only verifies whether your original goals were achieved but also aids in strategizing and planning future training initiatives.

Make Objectives Achievable

When setting your workplace learning and development goals, evaluate whether they are realistic. Consider if you’ve allotted sufficient time for employees to absorb the information and whether you’re effectively using tools to enhance information retention. Understanding more about your employees’ capabilities and needs is essential in determining if your goals are achievable.

A practical approach to assessing the feasibility of your goals is to envision what success looks like and communicate this vision clearly to everyone involved, from the planning team to the learners. Aligning all parties with a shared understanding of the objectives is an effective strategy for ensuring successful outcomes.

Keep Goals Relevant

It’s a common scenario: You start a project with enthusiasm, setting tasks and objectives, only to find that the project evolves into something unexpected. This is where SMART goals become invaluable—they help maintain focus.

When planning your training goals, consider how they align with your company’s overall objectives. If the aim of the training is to enhance workplace culture and productivity, reflect on why these improvements were deemed necessary initially. Think about how you can design the training to support your company’s goals and directly benefit your employees in their specific roles.

Keep Your Goals Timely

Setting timely goals may seem obvious, but it’s often overlooked. Be sure to establish deadlines at every stage of your training planning process.

When you set these deadlines, consider the following questions:

• When must all planning be finalized for this training?
• When will the training start?
• When should the training be completed?
• How much time is needed to assess the results?
• Will there be a deadline for participant feedback?

These deadlines will help ensure your training program stays on track and meets its objectives efficiently.

It’s Time To Get SMARTer

Visit our resources page for more information on how to develop effective online training. We’ve compiled a range of free and useful eBooks and whitepapers to help you navigate the entire eLearning process. Also, KnowledgeCity offers a full course, “Setting Organizational Goals,” which provides an in-depth look at how to break up large-scale organization objectives into smaller, more manageable tasks.