Guest Blog

5 Steps to Keep in Mind While Setting Objectives for Employee Training

5 Steps to Keep in Mind While Setting Objectives for Employee Training

Employee training is an essential component of success for any company. A well-designed program and setting goals can significantly improve the efficiency of employees. 

But how do you set goals so the process is successful and the result exceeds all expectations? We will talk about this further. 

1. Make Sure you Know what You Want as a Result

Many companies make the same mistake of conducting training without understanding the required outcomes. At the same time, according to studies, 70% of employees report that they do not have the skills they need to work. Especially when it comes to digitalization, employees may lack knowledge.  

Before organizing a training program, ask yourself a simple question "What do I want to get as a result?". To do this, you will need to observe employees and analyze what gaps exist. 

For example, if all your activities within the company go to the cloud, and most employees still do not know how to use Google Drive and its services. In such a case, the learning objective might be Mastering the Basics of Google Drive Tools. 

Thus, as a result of passing the training, you will have a clear criterion for evaluation. The program will be beneficial for your organization. 

2. Avoid Ambiguous Language 

The worst thing you can do when setting a goal is to be inaccurate. Make sure it doesn't sound ambiguous. Specific terms and the value gained from the training should be included. 

For the wording to be clear and not contain typos in transferring them to paper, it is better to use services such as essay writing company, Grammarly, etc. 

An example of a successful formulation: Until March 30, the salon's colorists will learn to paint using the air touch technique.

3. Use the SMART methodology 

According to this methodology, each goal should be specific, measurable, achievable, relevant, and time-bound. Using technology, you have no chance to organize training that does not bring value to the company. 

S – Specific: 

The goal should be as specific and transparent as possible. It is necessary to indicate what skills employees will acquire and where they will be helpful. Do not try to add many skills to one training. Otherwise, you risk losing focus. 

Example: Passing a sales course in the direction of dealing with objections. 

M – Measurable: 

No training is worthwhile if you can't quantify the results. So think carefully about this. 

An example is: "After completing the training, we will reduce the cost of a lead by 30%." 

A – Achievable: 

Be realistic. You cannot set a learning goal that is impossible to achieve. Otherwise, all efforts are in vain. Therefore, the best thing you can do is to take into account all the resources that you have, including temporary ones. 

Ensure that the staff can master the new knowledge in the given period to apply it in practice effectively. Also, make sure you have enough financial support. 

R – Relevant: 

You and your employees need to understand why they need training. If everything looks clear to you, ensure employees are aware and understand the value themselves. 

Give them a clear answer on how they can apply the new knowledge in practice and how this will affect their effectiveness. 

Be transparent and speak in numbers whenever possible. This will boost engagement as well. 

Example: Employees learn 5 techniques to double their sales. 

T – Time-Bound: 

Your target will still be inaccurate if you don't have a time reference. Estimate the real-time required to master the curriculum and fix it. Save yourself from abstract concepts and make learning genuinely effective. 

For example, The duration of the course is 4 weeks. Start – May 20, end – June 16. 

4. Consider Business Goals 

Each training is aimed at improving specific indicators. It directly or indirectly affects the profit of the company. Therefore, you need to look deeply into each goal and see if it aligns with the organization's business goals. 

If not, you risk wasting time and money on unimpactful training. 

Review key business goals and select training based on them. For example, 

  • Increasing employee productivity 
  • Sales growth 
  • Reducing the cost of advertising activities 

5. Ensure Availability of Resources 

Make sure your company can allocate enough funds to cover training needs. Remember, it is better not to train at all than force employees through a poorly designed program. 

For example, your employees have basic foreign language knowledge, and you want to start looking for clients from another continent. In this case, a single master's class will not be sufficient. After all, employees need a comprehensive course. 


Staff training is an essential aspect of the success of any company. However, the wrong definition of goals can lead to depletion of your budget without getting the expected result. 

To avoid finding yourself in such a situation, use the above recommendations. They will help determine realistic goals and also help achieve them through training. 


This is a guest blog by Eliza Medley.

Originally posted on June 13, 2022

Eliza Medley
Written by Eliza Medley

Eliza Medley is an experienced writer and psychologist. She is actively interested in management, new technologies, and writing motivational articles. She also loves catching up on modern trends. She inspires people to learn new things and reach new heights with her work.

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