Effective training begins with an effective training objective.  There are three critical components a training objective must have to be effective.

1.     First, the objective should specifically state what the trainee will be expected to do at the conclusion of the training.   This would be the outcome or result of a successful training.   It’s important to the performance of the trainee because it serves as a goal or target for the trainee during training.  It tells the trainee exactly what it is he is attempting to master.   Example:   At the conclusion of the training, the trainee will create a PowerPoint presentation.

2.     Second, the objective should state the conditions under which performance will occur.   This component  narrows down the conditions under which performance is expected.   It ensures the trainee that they will not be required to do something that is impossible or unreasonable.   It also informs the trainee of the tools and/or resources they will need to perform, and that adds clarity to the objective.   Example:  After receiving instructions on how to use the design features of PowerPoint Software, the trainee will create a PowerPoint presentation.

3.     The third critical component explains to the trainee what constitutes acceptable performance.   When this component is properly stated and included in the objective, the trainee knows exactly what the standards of performance are.  Not only must the trainee perform, but he must perform in a specific way.  This information acts as a guidepost for the trainee.  He knows that once he is able to do one, two and three, he is able to perform at a level that is satisfactory to his superiors.  That also relieves the trainee of stress that may be associated with uncertainty.   Example:  After the trainee has received instructions on using the design features of PowerPoint presentation software, the trainee will create a PowerPoint presentation using a minimum of  five design features.

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