Make a performance-based goal that works
Performance-based objectives must be carefully crafted because they serve as the foundation for deciding what content to keep and exclude from the course. In addition, they decide on the instructional design strategy to be used and the assessment questions to be included in the course.
The following 3 characteristics of a performance-based learning objective were defined by Dr Robert Mager, a renowned expert on training and performance improvement:
Explain what the learner is expected to be able to do in terms of performance (tangible performance)
The situation or environment in which the performance is expected to take place is referred to as the condition (where the performance takes place)
The level of competence that must be attained or exceeded to succeed (passing grade/score).
These three terms together describe what a learner will be able to do after completing the training activity in specific and measurable terms.
As we all know, performance-based objectives are intended to produce measurable outcomes, so the desired results must be clearly defined and how they will be assessed, observed, or measured.
- Performance-based objectives can also help learners understand how they can apply what they’ve learned in the real world.
- For example, after receiving negotiation skills training, a salesperson should be able to better negotiate with customers.
- These objectives should include action words that describe what the course will provide learners to know what they will be able to do when they have completed it.
- If any training program is effective, its performance-based objectives must be linked to the organization’s business goals.
- Well-crafted learning objectives establish a close relationship between training, business goals, and performance.
- Employee performance improves due to practical training, which leads to achieving business objectives. And it all starts with your goals that are based on performance.