Objective is a very simple term with a straight forward meaning.
“Objectives (Or goals) specify what is to be achieved and when. They do not specify how the required results are to be obtained” (Heery and Noon 2001, p. 241)
So far the definition of ‘training objective’ is concerned; most of the authors while defining training objectives said almost the same thing. But Bee and Bee (1994) argued that training objectives does not deal with training process, rather concerned about the outcome of the training. So, objectives are the set outcomes or results to be achieved.
Different types of training objectives
Though objectives can be expressed in an easy and simple way, but it can be categorised. It is very important to differentiate among them. King (1964) stated ‘long-term’ objectives covers almost all sectors of the company for years; whereas, ‘short-term’ objectives changes from time to time and from area to area. In addition to these, Davis (1974; cited by Bunker et al. 1987) suggested about behavioural objectives and Lippitt and Schindler-Rainman (1975; cited by Bunker et al. 1987) emphasized on the importance of selecting different types of learning objectives. These behavioural and learning objectives can be part of both short and long term objectives.
Buckley and Caple (2000) broke it down further. They said that the end performance which target population have to achieve at the end of the training programme as ‘terminal objectives’. Then they added another two terms i.e. ‘enabling’ and ‘lesson’ objectives. ‘Enabling objective’ is the sub-objectives of the terminal objectives. If all the enabling objectives are achieved than terminal objectives are achieved. ‘Lesson objectives’ are sub-objectives of ‘enabling objectives’. Like before, if all the lesson objectives are achieved than enabling objectives are gained. They tried to break down the objectives into elements in different levels and it helps to find and establish objectives effectively. Trainer will have the opportunity to go in details within the objectives for designing the training programme.
Importance of training objectives
Many companies may not give importance to training objectives, even if they have one. All the companies, consciously or unconsciously, have training objectives; brief or wide, stated or unstated (King 1964). But consciously prepared training objectives facilitate management to assess all the factors related to training and opportunity to modify if needed. It is of no use to run a training programme without objectives. It cannot justify its success or failure (Staff Training Working Group of the Distributive Trades EDC 1971). Importance of training programme must be communicated through all level of the company and everyone should be convinced about the benefits of the training programme. They stated objectives as a set standard or target against which evaluation can be taken place.
Forming Training Objectives
The importance of training objective has to be realized by the top management of the organization. They are the initiator of forming objectives for training.
“A belief in the power of training at top level will ensure not only that training is carried out, but also that it is EFFECTIVE” (Staff Training Working Group of the Distributive Trades EDC 1971, p. 91).
Doe (1976) suggested to answer what trainee wants to achieve, how, how much and how well wants to achieve. A training objective has to be very clear, attainable, comprehensible and realistic. It should not be there because one has to be there; rather it should be there because of its importance and everyone responsible should work towards achieving it.
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