Elements to Achieve The Learning Objectives

If you are someone who enjoys hiking along the tracks in a forest, mountains, or beaches, you may find the track that you are on are clearly-marked pathways, which will headed to the end point that you would like to reach. These marked pathways are certainly there for a reason; not only will you be directed to the spots along the space that will provide you the best hiking experience, as well as preventing you from straying into the areas that are restricted and unsafe to be hiked on.

Imagine your training process as the track that you are hiking on, and the learning objectives of the training are the pathway markers which will help lead you reach the destination. In terms of a learning process, learning objectives are concise statements about what participants will be able to do once they have completed the learning process. These guidelines will help guide you, and make sure that you gain what would be aimed at the start of the training.

Your participants should know what they are learning and why. The best way to accomplish this is by determining clear learning objectives for every session. The most important and challenging aspect of developing a good learning objective, which will achieve the goals that were set, is by firstly defining elements which can be measured.

Depth

When developing the learning objective, trainers should analyze these points: what kind of depth is desired in your learning outcomes? Which level of understanding does the trainer expect of the participant to achieve? Is it only in the level of knowledge absorbent, developed skill, or even a change in attitude? These must be clearly defined from the start, otherwise your participants will not be able to gauge what they actually need to achieve through the training process.

Indicators

Learning objectives should identify what would indicate a success in the training. Whether it be a skill or certain knowledge that has been passed through, these indicators will be the major points that trainers can measure during the evaluation process, to determine whether or not the training that has been done is successful. For example, when participants can get a minimum of 20 out of 24 points as a point of performance.

Data Retrieval Context

After the indicators have been set, trainers need to understand the context of the training measurement. The context involves which metrics should trainers use to assess participants’ competencies. For example, how to measure someone’s presentation skills? Is it by a paper-pencil test, or the participant needs to take a role play? A right context of measurement surely will help trainer to examine participant’s knowledge, skills, and/or competencies to be aligned with the learning objectives.

When you combine these elements, you get effective learning objectives. In the end, your deliberation as a trainer will be the final arbiter of whether or not the learning objectives have been achieved. So, don’t think of learning objectives as constraints or scripts, but rather as guideposts that provide guidance and direction through the lessons that you teach. To learn more about particular ways which could inspire you to achieve the learning objectives, read up on all the information at flip.co.id and PLAYbyFLIP.