The benefits of strong learning objectives

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This is the third and final installment of our blog series on strong learning objectives in training courses.

In the past two blog posts, we delved into what strong learning objectives are and what constitutes strong learning objectives. We have re-lived Driver’s Ed and discussed Bloom’s taxonomy, but what can learning objectives do for us beyond the knowledge and understanding of them? Let’s discuss some of the benefits.

Learning objectives can only serve you and your course better. For one, they are the infrastructure of any training course. Think of them as a road-map or GPS app–their purpose is to guide you to your endpoint (learning aim). They equip both trainers and learners with a clear path of what the training course will cover and how it will be structured. Without the infrastructure of learning objectives that work toward learning aims, courses run the risk of collapsing and being unsuccessful. This brings us to another benefit of learning objectives: they can save both time and money. 

A CAP study found that replacing an employee costs around 21 percent of that employee’s annual wage. If a company’s employee retention rates drop due to poor or ineffective training, some of these issues could be effectively resolved with the implementation of strong learning objectives and goals.

If the initial training course is successful, a company can yield a good return on investment. For example, a manufacturing company wants to train its employees on a complicated piece of machinery. In the past, this company has had issues with employee retention due to this piece of equipment. If they don’t provide proper training, they will lose money on continuously hiring new employees and will fall behind on production.

Now let’s say that this company implements strong learning objectives within training to ensure that new employees can have a full grasp of how to operate this difficult machinery. Rather than training employees to be familiar with the machinery, the course now trains employees how to operate the machinery and to troubleshoot and resolve issues (remember, using action-verbs?).

Employees are now confident with handling the machinery and the turnover rate reduces. 

In this scenario, the return on investment increases because the company can retain employees without sacrificing the time and (potential) 21 percent of the former employee’s per annum wage on re-hiring and training. Even further, learning objectives can help a company with insight and analyses. Setting strong objectives from the outset can guide assessment strategies and make measuring the ROI of a course easier. 

In addition to saving the company time and money, strong learning objectives benefit employees and learners. Successful training courses can build positive learning cultures within a company, encouraging both engagement and leadership. These types of environments can boost productivity, increase employee positivity, expand opportunities for employees to grow in the role or be promoted, and promote team unity. Who wouldn’t want to work in a positive, growth centered environment? 

The benefits from strong learning objectives funnel down into so much more than successful training courses. Now that we have covered what learning objectives are, how to design strong ones, and what their benefits are, you have the necessary tools and information to fine-tune training courses and move toward a better working environment overall.