Training is important, even if your newly recruited employees already have a background in the job they are working in. Why? Because every organisation is distinct from one another. Hence, training objectives should also be clear and measurable for the Human Resources Department who stand as a manager for the overall training program.
By listing down attainable goals, the HR will not only spearhead its improvement in employee performance but also help strengthen the company’s reputation for having competitive and reliable people. Conducting training allows employees to set clear goals on how they can work together in achieving the objectives of the business. It also helps the administrators in making good decisions and molding a better environment where its employees can focus on the company’s short-term and long-term goals. This cannot be attained if your business lists down the wrong objectives.
So, how can you set realistic training objectives for HR? Apart from company-specific goals, most benefits and objectives of employee training goes beyond that.
Here are some that you can take in consideration…
- Future-readiness – we live in a society where change happens everyday. It is only realistic to prepare your organisation and equip employees who are confident, optimistic, and ready for the future workplace and any challenges it may bring. Reskilling and upskilling is a top priority so you can adapt easily to the latest technologies and work trends.
- Boost employee performance – there are existing skills and competencies that need to be reinforced so that employees become more productive and motivated rather than being complacent.
- Conditions that should be considered – in formulating training objectives, an HR should take account of the possible parameters that will affect the design and delivery of a training program.
- Of course, the channel and tools used should be well thought out so that the message is properly delivered. Moreover, identify the limitations of knowledge and skills your employees have because sometimes, they may need to have a baseline knowledge or a sense of familiarity first; do not conclude that they know what they should learn.