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HR Professionals: Set Learning Goals: Step 2 - clarify the required performance level

Updated: Nov 22, 2018

Having clear learning objectives for your training program helps you in three ways:

1. It helps you to make decisions about the learning content you need

2. It helps you to clarify what your trainees need to be able to do at the end of the

training program

3. It helps you to decide how best to evaluate the results of the training

Creating clear learning goals can be done in three steps:

Step 1 - Set Global Learning Goals

clarify what trainees can do at the end of the course.

[see Set Learning Goals for Training: Step 1- Set global learning goals]

Step 2 - Clarify the required performance level

clarify what level of performance you require at the end of training

Step 3 – Create specific training objectives

provide more detail about the global learning goals.

[see Set Learning Goals for Training; Step 3 - Create specific training objectives]

Step 2: Clarify the Required level of performance:

To design and deliver a training program it’s really important to define what level of performance the trainees must achieve at the end of the training. What level of business English competence they must reach. Do you require complete mastery or basic competence?

The Current level of English ability:

The performance level you require will depend on the current communication ability of your team. If you team have a low level of English communication, you probably won’t require fluency as their required performance.

The Importance of English Communication:

The requirements you set will also depend on how important English for each trainee’s job performance. For example, a sales person dealing with foreign customers requires strong English language skills to perform her daily work. You might require a high level of business English competence for this person. A sales person might, for example, need to be fluent and highly competent delivering presentations. Other employees might need English to complete daily work, but might not need to be highly competent.

So the second part in setting clear learning goals is to be clear on what level of performance you require and expect.


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