Introduction

Training an employee is one of the initial steps in the process of employee development.

It prepares the new employees for the job and helps upgrade the current employees with the changing times.

Training is a costly process, but companies spend a hefty amount on this expense but can act as an investment as the people getting trained can prove to be a helpful asset for the company.

Whenever an organization hires their employees, they have a set of objectives that they want their employees to perform. These objectives resonate with the goals of the organization.

Once an organization is ready with well-defined objectives, they need to communicate them to their employees(trainees).

It is helpful for the organization if they are open with the questions and queries as it brings more clarity to the whole process.

Organizations are always in need of skilled employees. Organizations spend time, money, and other resources for the selection of the best-suited candidate.

After the appointment of the candidates, training helps the organization groom its employees.

It is a very demanding process as the person selected is new to the organization and needs attention to learn new skills as per the requirement.

Organizations drafts various programs as per the job profile of the employee, which helps them understand their roles.

Effectiveness is necessary. It is crucial to have these points intact to measure the effectiveness of any program

• Employees need to learn 
• Motivation is important
• Employee understood the content and motive of the program.
• Employees apply the content of the program to the job.

A solid program is a way to achieve success, but it is not

the sole reason behind the completion of the program.

Employees’ attitude, understanding, willingness to learn are some of the factors that are needed to have a successful run.

Every organization has a department dedicated to employee growth. Some organizations use this thing as the USP of their organization, while others consider it the primary stage of the workflow.

Organizations conduct various audits to examine the effectiveness of the different departments. It is necessary to know the current situation. In the same way, it is crucial to have an eye on the effectiveness of the work done to use it as the standard for future evaluation.

Advantages

It helps to ensure that the appropriate amount of training is available for the trainees. 

It provides the environment program content it helps to maintain the time efficiency of the program.

It helps to convey a clear message to the training, which avoids hindrance in the learning process of the learners.

It helps to design the whole program, Which is helpful towards the organization with the course blueprint.

It clears the expectation from the organization as well as the trainees.

It provides the base for the evaluation of the whole program. It determines the achievability of the said program.

It provides quantitative measures which can be helpful in the future for any revisions.

Specific Goals

Specific objectives are goal-oriented objectives.

An organization makes these objectives to fulfill a specified goal/ need.

These objectives are straightforward as it explains what employees need to learn and how to implement them in their work tenure.

The purpose of these kinds of goals is to provide clarity and direction. It defines the role of each individual in such a way that there is no possibility of misinformation.

It aligns with the measurable and achievable goal.

It is best suited for the optimum allocation of resources. The goal is so specific that it is easy to identify the problem and its solution.

Quantifiable Goals

Training and development of the employees are measured objectively, but it is not possible to measure every aspect of it.

Areas like knowledge and skills are easily quantifiable, whereas communication skills, behavioral skills, attitude, values, and judgment are not easily measured. It is required to measure them subjectively.

 feasible Goals

Companies set targets to achieve goals. Goal setting can be a crucial part of an organization as an organization that is not efficient in goal setting faces severe repercussions.

When an organization is setting up their feasible goals, they need to be as realistic as possible.

Smoothly achievable objectives are generally with lesser learning and experience.

Objectives that are too big Can be frightening to the employees, which leads to impracticable results.

Organizations should look forward to breaking down these big goals into smaller tasks as easy wins always motivate the employees and Organisation to achieve these goals efficiently.

Pertinent Goals

The organization should ensure that the material and resources used in the training of the employees should be pertinent to the training program.

There are times when a material is favorable toward the organization and training. The organization should check the relevance of that material before including that in the program.

Targeted Goals

 Targeted goals are crucial at the initial stage.

It is a difficult task to perform with the new training material as the tenure of the program can only be a calculated guess.

Time bounding is best suited for the inclusion of certain items in the ongoing course.

It is beneficial to perform it.