Mastering the art and science of how to write a learning objective can be hard. But, figuring out the balance is critical to employee training development. Think back to training sessions you’ve attended. If you’ve ever walked away wondering what exactly you learned, it’s probably because the learning objective wasn’t well crafted.
A good learning objective comes down to one sentence that sets the foundation for a training session. When you overlook it, the entire learning event suffers. The people who need the training can be left confused and frustrated. If they’re not learning and growing, neither is the business.
Our goal here is to guide you through the process of how to write a learning objective, and you’ll find plenty of learning objective examples so you feel confident in writing your own.
What is a learning objective?
A learning objective is a clear statement of the knowledge or skills a person should have after training. It gives the expectations for the outcomes both the learners and instructors can expect before training starts. Having a shared understanding of the goal benefits everyone.
Creating a learning objective is as easy as:
- – Identifying your desired outcome
- – Choosing an action verb
- – Measuring the results
This might sound too good to be true. And it is (at least in the beginning).
After going through the process of writing a few learning objectives and seeing how well they work, the process becomes easier. This is especially true if you’re able to create them for people you work with and know well.
Types of learning objectives
There are three main types of learning objectives that you’ll focus on.
Cognitive objectives are related to knowledge and understanding.
- – Focus on knowledge, thinking process, and mental skills
- – Involves actions like analyzing, comparing, and problem-solving
- – Example: “After participating in this training, managers will be able to analyze financial reports and identify key performance indicators.”
Psychomotor objectives are physical skills.
- – Focus on physical skills and motor abilities
- – Involves activities guided by a work environment
- – Example: “After participating in this training, employees will be able to locate a fire escape on each floor.”
Affective objectives are related to attitudes and feelings.
- – Example: “After participating in DEI training, employees will demonstrate increased cultural awareness in team settings measured by peer feedback.”
- – Focus on emotions, values, and attitudes
- – Involves changing behaviors and mindsets
- – Example: “After participating in DEI training, employees will demonstrate increased cultural awareness in team settings measured by peer feedback.”
5 steps for developing learning objectives
Creating an effective learning objective means aligning your training with the needs and goals of your employees and organization.
These steps will guide you through creating aligned learning objectives.
Below, we break down each step with examples from different industries. Using these steps will help you focus on areas that will truly benefit everyone.
1. Know your audience and their level of knowledge
Having background knowledge of who your audience is and what they know is a must. If you make assumptions on either, you risk wasting time reteaching what they already know.
On the other hand, you don’t want to go too far ahead and risk losing them completely. Instead, find a middle ground between what they know and what they need to learn to move forward.
Conducting a training needs analysis can help you identify learning gaps so training is targeted and effective.
Questions to consider:
- – What do they already know?
- – What gaps do they have in their knowledge?
- – Why is it important to their role to close these gaps?
Example:
In the healthcare industry, when developing training for nurses on advanced wound care, the expectation would be they’re proficient in basic wound care techniques. Your training should focus on specialized procedures rather than revisiting basic concepts.
Assessing audience needs:
When gauging current knowledge levels, you can follow one of these methods:
- – Pre-training surveys to identify their existing knowledge and any gaps.
- – Conduct interviews to gain insights into current skills and any challenges.
- – Use pre-assessment quizzes to measure knowledge level.
2. Identify what your learner should know
Always start with the end in mind. What behavior or outcome do you expect after the training is complete? Pinpoint the specific knowledge, skills, or attitudes you want to instill.
Questions to consider:
- – What behavior or outcome do you expect post-training?
- – What knowledge, skills, or attitudes will the learner gain?
- – Which action verb best describes what the learners will be able to do?
Example:
In manufacturing, you might train employees to operate a new machine with a desired outcome to safely and efficiently operate it without supervision. The action verb could be “operate” or “demonstrate.”
Aligning objectives and business goals:
It’s important to align your learning objective with your organizational goals. By integrating these objectives into a broader learning and development strategy, your training can meet immediate needs and support the business.
3. Write your learning objective
With steps one and two complete, it’s time to craft the learning objective.
Combine the desired behavior or outcome with your chosen action verb to create a SMART (Specific, Measurable, Achievable, Relevant, Time-bound) objective.
Example:
In a tech security training session, a SMART learning objective could be: “After participating in this training, you will be able to identify and mitigate at least three phishing threats within 24 hours of detection.”
Clarity and specificity:
Vague language is a learning objective killer. Avoid this by keeping the objective learner-centered with clear direction. Instead of saying, “Understand network security,” say, “Analyze and secure a network against external threats.”
4. Explain how the knowledge or skill will be used
Provide clarity on how the person will apply the learning at work. Doing this increases engagement while ensuring the training has practical value.
Example:
In retail training, the objective might be to enhance point-of-sale proficiency. Explain how the employee will process transactions quicker and more efficiently. Doing so can improve the overall customer experience. The customer benefits from the faster service, while the store has the potential to increase sales and customer satisfaction.
Integrating real-world applications:
Incorporate training scenarios that will mimic challenges that may come up on the job. Retail employees can use role-playing exercises where they must handle difficult customer interactions.
5. Measure results
One of the most important yet overlooked parts of training is the results. Have a clearly defined method for how you will know when the training is successful.
Example:
In a food and beverage training program, if the objective is for employees to “improve order accuracy by 20% within two months,” you can measure success by tracking the number of order errors before and after the training.
You could analyze customer feedback, review order records, and monitor any decrease in the number of complaints or returns related to incorrect orders. By comparing this data, you can assess whether the training has effectively enhanced the accuracy of order processing, ultimately leading to better customer satisfaction and reduced waste.
Methods for measuring success:
Collect feedback from participants about their confidence in their learning.
Use post-training quizzes to assess knowledge retention.
Have learners demonstrate their new skills in a controlled environment.
Supervisors or trainers can observe learners applying new skills on the job.
Deliver targeted learning objectives straight to employee smartphones with a powerful mobile app
How to write a learning objective with Bloom’s Taxonomy
If developing a learning objective still feels overwhelming, there is more support out there. Bloom’s Taxonomy provides a helpful structure.
Created by Benjamin Bloom in 1956, Bloom’s Taxonomy is a framework for classifying learning objectives.
Simply put, it’s how people think and learn. Each of its six levels represents different stages of learning.
1. Remembering
This is the foundational level where the focus is on recalling facts and basic concepts. Use verbs like identify, list, or recall here.
2. Understanding
At this level, grasping the meaning of information is happening. Verbs such as explain, describe, or summarize are common.
3. Applying
Learners here are using information in relevant situations. Verbs like implement, execute, or solve apply to this level.
4. Analyzing
Information is broken down into parts to understand its structure. Verbs like compare, contrast, or differentiate work well at this level.
5. Evaluating
Learners here make judgments based on criteria. Use verbs like assess, evaluate, or critique.
6. Creating
This is the highest level, where judgments are made based on criteria. Verbs like construct, design, or formulate are appropriate.
Having a firm understanding of these levels helps guide your training while challenging your employees to grow and develop their skills.
5 strategies to follow when writing learning objectives
Let’s walk through the steps to write a learning objective using Bloom’s Taxonomy:
1. Start with a consistent phrase
Begin each learning objective with the same phrase to maintain consistency. Here is one example we will use moving forward, “After participating in this training, participants should be able to…”
This consistent phrase sets a clear expectation that the focus is on the learning outcomes, not simply the training content.
2. Choose a Bloom’s Taxonomy verb
Match the level of learning with the verb you choose. For example, if your goal is to have your employees explain a process, you would choose a verb from the Understanding level, like describe or summarize.
3. Make the objective measurable and observable
The verb you choose needs to indicate a behavior that can be measured or observed. Doing this allows you to assess if the participants met the objective.
Here’s an example: “After participating in the training, you should be able to identify key risk factors in a project.”
4. Focus on outcomes, not activities
Remember to always start with the end in mind. What should people be able to know or do after the training? Focusing on the outcomes is more important than focusing on the activities.
Don’t say, “Participants will complete a case study.”
Do say, “Participants will be able to analyze and evaluate sales data from a restaurant case study.”
After training, participants should be able to apply their learning to identify trends and propose strategies to increase revenue in their own restaurants.
5. Check for alignment with training goals
Ensure each objective aligns with overall goals.
If the training is about customer service, your objectives should directly contribute to improving customer interactions and satisfaction.
10 learning objective examples to get you started
With all of the information you have, you might still be wondering, what are some examples of learning objectives?
We’ve got you covered with ten examples to inspire your own.
Remember to always start your learning objectives with the same start. For these examples, we will use, “After participating in this training, participants should be able to…” You can use a variation of this just remember to keep it learner and outcome focused.
| After participating in this training, participants should be able to… |
| …identify key safety hazards in manufacturing. …explain the process for handling hazardous materials. …demonstrate proper techniques for lifting heavy objects. …analyze customer feedback to improve service. …compare the effectiveness of various employee onboarding strategies. …implement corrective actions based on safety audit findings. …evaluate the efficiency of different mobile training solutions. …describe the steps in developing a competency-based training program. …assess the impact of cross-training employees on overall team productivity. |
FAQs
How is a learning objective written?
Start your learning objective with the phrase, “After participating in this training, participants should be able to…” Follow it up with a specific action verb that describes the desired outcome.
The objective should be measurable, observable, and focused.
How do you start writing learning objectives?
When you’re wondering how to create learning objectives, it’s good to always start with the end in mind. What do you want the learner to know or be able to do after training?
You have to consider the current level of their understanding while aligning the objective with your organization’s goals. You can then follow the steps for writing an effective learning objective.
Empower your team with clear objectives and mobile training
As a trainer or HR leader, you need to know how to write learning objectives for training. As you confidently move forward, always remember how important they are to training. This is true whether it’s in a traditional setting or on a mobile device.
Mobile training has increased in use because of its accessibility and flexibility. The success of the training will always hinge on clear, measurable outcomes.
Combining quality learning objectives with the flexibility of mobile training creates a framework that empowers your team. Your business thrives when your people have everything they need to succeed, no matter where they are.
Key takeaways
- Use verbs to create learning objectives.
- Start each objective with “After participating in this training, participants should be able to…”
- Focus objectives on specific outcomes, not activities.
- Align learning objectives with both audience needs and organizational goals.
- Ensure objectives are observable and assessable to measure training effectiveness.
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