Purpose of Training Objectives
The first purpose is that they provide a roadmap for guiding the trainees towards achieving the goals. This involves displaying every single step in the order which they are to be followed. It also shows the details that are contained in each step to avoid duplication or overlapping. By displaying all the necessary steps, it becomes easy even for new persons to follow it. This also enables the employees to gauge the progress of the war and how they are far from completion towards achieving the goals.
When these steps are followed, the teams working on the objectives will be in the same place. This avoids the cases where one group is ahead of others. They can work within the time frame provided in the objectives. It will also enhance the uniformity of activities being done and build the skill of team in achieving set goal across the different departments. These teams will not only involve the employees but will also factor I the shareholders, stakeholders, and managers.
Training objectives also enables the company to design the training materials. The objectives drawn will enable the company to know all the resources required and therefore work on them. It also gives the goal a structure and therefore aids in saving money and time. It also enables the employees to know what is expected of them and therefore prepares them psychologically. They can then later analyze the work already done against the objectives that they had done.
Training Objectives and Course Outcomes
Training objectives align with course outcomes in several ways. The first thing is that training objectives determine the performance of the employees towards achieving the goal. It enables the trainee to determine the capabilities of the employees during the training session. Through this, one can know if the employees can follow the training outline that has been drawn and if they will obtain some benefits from it.
The second thing is on the condition of the training. Training objectives determine the materials that are needed and stipulates the timeframe they are required. It, therefore, provides all the necessary details that are required in the process. It also singles out those employees that are eligible for running the goals of the company. The provision for the completion of deadlines enables the trainees to determine the speed at which they are going to do the work to finish within the required period. This will, therefore, instill time management skills in them by the time they are working on the actual course.
The last thing is that it has specific criteria to be followed. This involves provision for how the objectives are to be measured and a plan of how to accomplish them. It gives away, either a method or a number for checking against the goals to ensure they’re on track. At the end of the exercise, it will be easy to gauge if all the objectives were met.
Comparison of Training Objectives for Behavioural and Manufacturing
The first similarity is that both learning objectives are aimed at developing the employee capacity by furnishing the skills they already have in their area of expertise. This involves enabling the trainees to develop analytical skills and an ability to watch over what is going on around them. Both training objectives also are aimed at enabling the trainees to be able to handle workloads efficiently and therefore be in a position to handle much pressure. Both also aims at enabling the employees to know how to balance work and their personal lives. The last similarity is that the training involves the active participation of the employees in training. Therefore, they can develop interpersonal skills together and sharpen communication skills.
The differences in the training objectives for behavioral courses and manufacturing courses is that the target group for behavioral is the employees themselves. Leadership skills training, for example, seeks to define the distinction between the employees and the management. On the other hand, manufacturing focuses more on customers than the employees. Its aims are towards the welfare of the customers more than the employees and the management. In lean manufacturing, the trainees are guided to draw their training program in a bid to look for inefficiencies and waste in the production process. Contrary to this, in behavioral courses, the training objectives set are an ultimatum, and the trainees are bound to follow it without any additional or drafting of their training program. This is because for manufacturing it is more technical and require development of skills compared to behavioural causes which deals more with personal ethics.
Proposed Process
For an organization to align its training objectives with curriculum learning outcomes and strategic organizational goals, the following process is to be followed.
The first step will involve the organization writing down all the strategic objectives that are to be achieved in the organization. This will include distinguishing the objectives, the short term, and long term goals, mostly the initial objectives for the formation of the company and the purpose of its existence. In doing this, the goals for every objective should be written against the objective. The company can then write down all the time limits within which each goal is to be achieved.
The next step is to choose the employees who are to be entrusted with the task of carrying out the goals. These are the ones who will be taken through the training process. The company can come up with the requirements they need from each of the employees. This will help in the formulation of the training objectives. The training objectives will align with the requirements needed of each employee before they do the work. Once the objectives have been written, the learning outcomes will be formulated. These also follow the training objectives so that the employees are aware of what is expected of them by the end of the learning session. These all process, therefore, flows from the strategic objectives of the company, which will guide the requirements of the employees to be trainees and finally, be able to formulate the learning outcomes of the training sessions for the employees.