Employee training programs may seem like a financial obligation but they play a major role in retaining your top talents and getting them to consistently perform at an optimum level. However, you need to set clear goals for a program in order for it to deliver the desired results. To that end, consider using the SMART method of goal setting.
In the first part of this article, we already touched upon two important techniques for setting SMART goals. Before you classroom rental or training room rental for your next employee training, here are 3 more points to consider.
1. Setting achievable goals
Once you’ve made your goal specific and measurable, the next step is to focus on setting an achievable target. If we look at our previous example of “I want 70% of the attendees to enroll in our XYZ advanced class after the training,” what does that mean for you? Well, you may want to reconsider your target of achieving 70% enrollment and cut it down to 50 or 40%. So, your revised goal statement could be “I want 40% of the attendees to enroll in our XYZ advanced class after the training.” Make sense?
2. Setting relevant goals
At this point, you need to align your employee training goal with your overall organizational goal. Is your training objective relevant to your company mission? For instance, you may update your goal statement to “I want 40% of the attendees to enroll in our XYZ advanced class after the training, so they can perform better on the job.”
3. Setting time-bound goal
Finally, you should set a deadline for achieving your employee training goal. That will help you know how much effort is required to meet your target deadline. For instance, your goal could sound like this. “I want 40% of the attendees to enroll in our XYZ advanced class within 30 days after the training, so they can perform better on the job.”