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S You will notice that the objectives are specific in that they explain a number of individual tasks.
M They are measurable in that you can determine if the tasks have been completed by checking against the targets, e.g. 2000 words, four bridges, grid reference, and so on.
A They are achievable in that resources are available to complete the task. For example, is there sufficient time for completion and does the candidate have access to a computer?
R They should be realistic. Clearly any task to be set at an appropriate level and be relevant to the development of the individual. We have to ask whether the person presently has the skills to carry out what we are expecting, does he/she need training or can they learn by on the job training.
T Finally, the task should be time-bound in that you have to set time targets for completion, and possibly for reviewing progress.
If you are able to set SMART objectives it makes the job of evaluation and review much easier.
Identify the need
The need for staff training can be identified in a number of ways, such as during …show more content…
Barriers to
Workplace learning are factors that slow down the process, misdirect it or prevent it from
Happening. These factors differ from one type of job to another.
Misdirection
If your goal is to achieve long-term success in your field, you need to learn new skills and
Abilities on an ongoing basis. A sales professional must improve his closing techniques and
His understanding of customer psychology, while an information technology specialist needs
To keep up with new technological developments. One potential barrier to effective
Workplace learning is that you may learn something that provides a short-term advantage
But actually works against your long-term professional development. For example, if you
Learn how to close just enough sales to meet your quota consistently, this may discourage
You from learning the sales techniques that would substantially improve your close rate.
Stagnation
Another barrier to workplace learning is getting caught in a rut. If the work you do is
M They are measurable in that you can determine if the tasks have been completed by checking against the targets, e.g. 2000 words, four bridges, grid reference, and so on.
A They are achievable in that resources are available to complete the task. For example, is there sufficient time for completion and does the candidate have access to a computer?
R They should be realistic. Clearly any task to be set at an appropriate level and be relevant to the development of the individual. We have to ask whether the person presently has the skills to carry out what we are expecting, does he/she need training or can they learn by on the job training.
T Finally, the task should be time-bound in that you have to set time targets for completion, and possibly for reviewing progress.
If you are able to set SMART objectives it makes the job of evaluation and review much easier.
Identify the need
The need for staff training can be identified in a number of ways, such as during …show more content…
Barriers to
Workplace learning are factors that slow down the process, misdirect it or prevent it from
Happening. These factors differ from one type of job to another.
Misdirection
If your goal is to achieve long-term success in your field, you need to learn new skills and
Abilities on an ongoing basis. A sales professional must improve his closing techniques and
His understanding of customer psychology, while an information technology specialist needs
To keep up with new technological developments. One potential barrier to effective
Workplace learning is that you may learn something that provides a short-term advantage
But actually works against your long-term professional development. For example, if you
Learn how to close just enough sales to meet your quota consistently, this may discourage
You from learning the sales techniques that would substantially improve your close rate.
Stagnation
Another barrier to workplace learning is getting caught in a rut. If the work you do is