No matter how large or how small the company is, there are a number of reasons why training courses exist in corporate settings. Businesses may want to form a stronger team, design professionals may want to build a larger team, and there may be a need for growth in technological development teams. No matter the reasoning, strong training is essential,and goals must be in place. This includes goals from the beginning of learning all the way to the end.
What is the end goal of learning?
End goals are those that you are unwilling to compromise. They describe precisely what you want, or what your educator has in mind for his group. The end goal of learning should allow trainees to:
- Formulate a well-organized argument supported with evidence within their field.
- Communicate effectively and efficiently read communications related to their respective fields of work.
- Behave ethically with respect to their fields of work.
- Apply design and technological training skills when solving complex problems.
- Communicate effectively when delivering oral presentations.
In the case of a group held in training for a business where the end-results are effectiveness and usability, our instructional design degree tells us there are two separate ways to define the end goals of this type of learning:
- Effectiveness: to what extent did each trainee learn or master the material taught to them? Are they able to meet all the criteria set forth in the syllabus?
- Usability:to what extent is the trainee satisfied in terms of the overall usability of the material taught to them? Are they able to take this training with them and use it effectively in their day to day work in their respective fields?
Mastery skills can then be tested in order to determine how effective the trainer was when the material was taught. In some cases, the measure of effectiveness is important when determining the end goal of learning in order to evaluate the overall training session. The goals of the training session help provide a map providing signposts for the trainees and the instructor telling them where they are going throughout the training process and how they are progressing. Not only does this provide trainees with a sense of ownership, but also it helps trainers understand how trainees learn.
The Bottom Line:
Establishing measureable goals from beginning to end is as important as having a strong instructor to roll out effective training sessions. It is important to continue measuring goals, testing trainees, evaluating trainers, and ensuring that the overall process holds its value. This type of learning and training is easily transferred into school environments because teachers a consistently setting up situations where students are tested, and administrators evaluate instructors.
There are instances where long-term goals are set up for students in schools,so they are able to bring forth long-term educational goals into their careers. This type of alearning curve is successful because not only are students setting themselves up for a successful future, but also they are effectively training themselves to be active learners when they are on the job force.