As we've noted, a great many T&D specialists took M ager at his word—but read beyond his preface. As they put the technology of specifying performance objectives to work, they discovered significant reasons for attempting to define what the learner would do as a result of the training. Among these reasons:
The"work" to be done in training is achieving the objectives—just as work on the job is typing letters, assembling or repairing machines, providing a product or a service.
But writing performance (or "behavioral" or "learning")objectives is hard work. Thus there is predictable resistance. It's probably helpful to look at the arguments against learning objectives—and at the same time to examine questions to raise for each objection. We can learn something from this process. In Table below, the left-hand column you'll find typical objections; the center column poses counter questions; the right-hand column draws some conclusions about the legitimate role of learning objectives in an effective T&D system.
Pro/Con Analysis of Learning Objectives
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Training And Development Tutorial
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Function And Role Of T&d Managers
The T&d Department And The Organizational Structure
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Responding To Individual Training Needs
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Enhancing Transfer Of Learning
Training And Development Budgets
Measuring Training And Development
Assessing The Results Of The Training Programs
Selecting And Retaining The T&d Staff
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