Training Goals and the Six Levels of Learning

Training goals are the foundation of a successful training program. They are the measurable, realistic and time-bound goals that determine the skills and knowledge an employee is expected to acquire during training. The goal must also be relevant to the needs of the job and align with business objectives. Without the proper training, an organization may experience a loss in productivity, low morale, costly errors and a lack of employee retention.

Identifying what you want your training to achieve can be overwhelming. This is especially true when you consider the many different types of learning objectives. American educational psychologist Benjamin Bloom categorized learning objectives into six categories based on the cognitive processes involved. These categories are: recognition, recall, listing, matching, analyzing and creating. To create effective training, your goals should focus on these six levels of learning.

Recognition is the first step in the learning process. This training objective measures whether or not a learner can recognize the importance of the subject matter and how it will benefit them. To measure this, you can use quizzes, tests and interactive practical tasks. The recognition level can be improved through practice and feedback from instructors.

Another important element of the recognition phase is the ability to recall and memorize. This can be measured through quizzes, tests and flash cards. To improve memory, training should incorporate techniques such as creating storylines and analogies to help learners remember key takeaways; encouraging mnemonic strategies; and using visual aids. The next step in the learning process is to analyze and compare. This is where employees are able to evaluate the information they have learned and how it applies to their specific job duties. This can be done through discussions, peer-to-peer coaching and critiques. To improve this, training should encourage openness and collaboration between colleagues.

The final stage is to create. This is where learners are able to create new work products that utilize the information they have acquired. This can be achieved through writing reports, opinions papers and presentations. To enhance this, training should include role plays and simulations.

SMART goals can help you establish training objectives that are specific, measurable, attainable, realistic and time-bound. These goals will ensure that your training is effective and has a clear purpose in your organization. A SMART training objective should always answer the question, “What’s in it for me?”

By setting relevant and inspiring SMART training goals, you can make sure that your training programs are delivering on their promise. Developing a good Training strategy takes time and effort. But by taking the necessary pit stops along the way, you will be able to successfully establish the right Training goals for your organization. This includes conducting a TNA, collecting valuable and accurate feedback, creating a training roadmap and measuring the impact of your training on business outcomes. In addition, focusing on diversity and inclusion is not only the right thing to do but it also increases your ROI on training. Träningsmål






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