Every organization and agency have goals to meet. Whether short-term or long-term, goals are essential in keeping employees and members of an organization encouraged and motivated. Apart from an organization’s overall goals, there is also training goals. Although training can be costly and time-consuming, it provides long-term benefits and having training goals can help you meet those benefits. These long-term benefits may include the decrease in employee turnover rate, overall growth and development, maintenance of permanent employees, and increase employee improvement and retention.
When creating training goals, we always want to make sure that the goals are realistic and measurable. If we want the right training program, we must remember to be SMART. SMART is an easy and effective way to assist you in creating your training goals.
S – Specific
M – Measurable
A – Attainable
R – Realistic
T – Timely
Still not sure how to create your SMART training goal? Here’s a good example of a SMART goal:
“Within a 3-week period, newly hired employees will learn and understand the safety and health issues and preventions in the workplace. Within 1 week of that period, I will create an online training course on the issues and preventions using Ed4HHS’s Learning Management System. After 3 weeks, employees will be able to prevent and report safety and health issues in our organization.”
Doesn’t that sound strong, specific, and achievable? Training goals provide employers and employees with a complete understanding on what the purpose of the training is. Now, it’s time to evaluate your training program. Does your training program have goals? If so, is it SMART goals?
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