Beyond Learning Objectives , livre ebook

Association for Talent Development - Patricia Pulliam Phillips , Phillips Jack J.

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88 pages

English

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Description

Today's organizations demand a focus on higher-level objectives—objectives that clearly provide business impact and value and satisfy the expectations of a wide range of key stakeholders.

If you're involved in implementing projects, programs, initiatives, or solutions in your organization, Beyond Learning Objectives can help you meet these new expectations. This book provides step-by-step processes for defining, measuring, and developing six types of objectives: input, reaction, learning, application, impact, and ROI. You'll also learn to avoid common pitfalls in the development of objectives, such as unclear, incomplete, nonspecific, or even missing objectives. And you'll learn how well crafted, results-driven objectives can satisfy the needs of all your stakeholders.

With this book in your hands, you can become a champion of well-defined objectives, providing direction, focus, and guidance. By spelling out expectations, creating commitment, and positioning your initiatives for success, you'll help your organization align its programs with its results and leap forward into the state-of-the-art world of measurable performance.

Sujets

Office Management

Gestion et management

Economics

Business

Informations

Publié par	Association for Talent Development
Date de parution	01 mai 2008
Nombre de lectures	0
EAN13	9781607282433
Langue	English

Informations légales : prix de location à la page 0,2148€. Cette information est donnée uniquement à titre indicatif conformément à la législation en vigueur.

Extrait

More Praise for Beyond Learning Objectives
“Anyone who has a stake in the success of a project or program—and that is just about everyone in business—needs to read Beyond Learning Objectives. Jack and Patti Phillips have written a comprehensive, practical, step-by-step approach to developing measurable objectives. How I wish I had read this guidebook years ago!”
Patricia M. Crull, PhD Vice President and CLO Time Warner Cable
“Filled with insights, exercises, and case studies, Beyond Learning Objectives clearly demonstrates why every project or program must begin with the right objectives to be successful. This is exactly the information every CEO needs before committing and investing resources.”
Jon Gornstein President, Persona Global, Inc.
“Identifying the business objectives supported by learning has not traditionally been a strength of trainers. This book, however, clearly outlines the process of developing business objectives for training in a way that is simple and easy to understand and makes it possible to evaluate a program’s success in a credible manner.”
M. Theresa Breining President, Concepts Worldwide, Inc. Strategic Meeting Management
“In today’s competitive global environment, clearly connecting program and project objectives to business results has never been more important. This book will show you exactly how to make this connection and will provide needed support for your bid to participate in strategic decisions at the highest level.”
D. Brian Roulstone CEO, Quality Resources
“If you want to show your project’s value to the organization with a focus on results, follow the guidelines for developing six different levels of measurable objectives as set out in this book. A great resource to be referred to often as new programs are developed, this book is easy to read, clearly explains the various levels, links the levels forming the chain of impact, and provides numerous tips and exercises throughout.”
Madonna Pendley Senior Director of Finance, RSM McGladrey
“This latest contribution from Jack and Patricia Phillips gives professionals the knowledge and skill to define objectives at multiple levels of evaluation that are clear, complete, specific—and communicate a strong message to stakeholders. It’s an excellent practical resource for professionals wanting to maximize the impact of their programs.”
John Sherlock Associate Professor and Director MS Degree in Human Resources Western Carolina University
Beyond Learning Objectives

© 2008 The American Society for Training & Development All rights reserved. Printed in the United States of America.
No part of this publication may be reproduced, distributed, or transmitted in any form or by any means, including photocopying, recording, or other electronic or mechanical methods, without the prior written permission of the publisher, except in the case of brief quotations embodied in critical reviews and certain other noncommercial uses permitted by copyright law. For permission requests, please go to www.copyright.com , or contact Copyright Clearance Center (CCC), 222 Rosewood Drive, Danvers, MA 01923 (telephone: 978.750.8400, fax: 978.646.8600).
ASTD Press is an internationally renowned source of insightful and practical information on workplace learning and performance topics, including training basics, evaluation and return-oninvestment, instructional systems development, e-learning, leadership, and career development.
Ordering information for print edition: Books published by ASTD Press can be purchased by visiting ASTD’s website at store.astd.org or by calling 800.628.2783 or 703.683.8100. Library of Congress Control Number: 2007939266 (print edition only)
Print edition ISBN: 978-1-56286-518-4 PDF e-book edition ISBN: 978-1-60728-243-3
2009-1
ASTD Press Editorial Staff:
Director: Cat Russo
Manager, Acquisitions and Author Relations: Mark Morrow
Editorial Manager: Jacqueline Edlund-Braun
Senior Associate Editor: Tora Estep
Associate Editor: Maureen Soyars
Copyeditor: Scott Long
Indexer: April Davis
Proofreader: Kris Patenaude
Interior Design and Production: PerfecType, Nashville, TN
Cover Design: Alizah Epstein
Cover Art: Getty Images, www.gettyimages.com
Contents Preface ix Chapter 1: Why Bother? The Importance of Objectives 1 Chapter 2: Where Do Objectives Come From? 17 Chapter 3: Input Objectives 37 Chapter 4: Reaction Objectives 49 Chapter 5: Learning Objectives 65 Chapter 6: Application Objectives 79 Chapter 7: Impact Objectives 89 Chapter 8: ROI Objectives 105 Chapter 9: Pulling It All Together 119 References 135 Appendix A: Responses to Exercises 137 Appendix B: Matching Objectives With Evaluation 141 Appendix C: Workshop Opportunity 147 About the Authors 151 Index 155 About ASTD 159 About the ROI Institute 161
Preface
D eveloping measurable objectives is perhaps the most important action that can be undertaken to ensure that projects or programs focus on results. This is a fundamental concept taught in our workshops, where we have trained more than 20,000 people in the implementation of the ROI Methodology. Moving beyond the classic development of learning objectives designed for most projects or programs, this new book, Beyond Learning Objectives: Develop Measurable Objectives That Link to the Bottom Line , shows step-by-step how to develop input, reaction, learning, application, impact, and even ROI objectives. Anyone developing a new project or program designed to drive performance improvement and business impact will find the exercises, tips, guidelines, and examples included in the book not only easy to use, but also an essential reference.
The Need for This Book
Walk into any learning and development department and you can quickly see the progress made in developing learning objectives. Trainers, learning specialists, development coordinators, performance improvement analysts, and many others have made tremendous strides in developing effective learning objectives. Why? In the 1960s, Robert Mager brought the issue of objectives clearly into focus with his book Preparing Instructional Objectives. Through many reprints and editions, this 62-page book has been a classic in the learning and development, education, and performance improvement fields. By showing how to develop meaningful, specific learning objectives, Mager helped professionals understand how to develop focused content supporting these specific objectives. Many would agree that Mager’s influence is represented in the current progress in developing excellent learning objectives. His classic work has sold more than 1.5 million copies. Mager is no longer active in this field, but the book remains a classic, and professionals around the world recognize his name and his contribution.
Since that book was published, the need for evaluation data has changed. Data beyond what participants learn are needed to ensure that programs are working and showing value. To provide these data, programs and projects must be developed to achieve the results sought—this requires levels of objectives historically ignored. While there is a need for continuing focus on improving learning objectives, application and impact objectives must be developed to provide focus and direction to key stakeholders. Also, there is a legitimate need for input and reaction objectives, and even ROI objectives. Add to this the growing need for more detailed objectives in human resources, technology, quality, and marketing, and it’s obvious that a new book about developing objectives has a deliberate purpose.
Mager once said, “We should never develop objectives that we cannot control. We develop learning objectives only because we can control them in a classroom.” Now, even Mager would agree: Higher levels of objectives (particularly at the application and impact levels) provide focus for the participant, the facilitator, the designer, the developer, and the evaluator.
Mager was right—facilitators do not have complete control of objectives beyond the classroom. However, they can influence and ensure that facilitation positions participants for successful application. Objectives are developed for all stakeholders of the program. The facilitator has more control over the success of learning objectives, but the participants have more control over the success of application and impact objectives. The participants’ manager also influences the success of application and impact objectives. Program sponsors have more control over input and ROI objectives. Program designers have more control over the success of reaction objectives. Evaluators need all of the objectives so they know how to measure program success. You get the picture. Because many stakeholders must make these objectives work, different levels of objectives are needed to drive results.
Professionals in learning and development, education, performance improvement, technology, quality, and marketing need tools that will ensure initial business alignment keeps projects and programs focused on results. At the same time, they need to simplify the design, development, delivery, and evaluation of projects or programs. Clearly defined objectives provide help with all of these issues. Analysts develop these objectives directly from a needs assessment. Designers and developers need clear direction as they develop content with specific examples, exercises, skill practices, and other processes to achieve success on the job. Facilitators and program organizers need clear direction on how to prepare individuals to implement the program and use the skills.
Participants need guidance about what they should achieve as a result of participating in a program or project. Objectives allow them to see clearly and understand the expectations and desired outcomes. Those who support or fund projects and programs need assurances that the program will add value beyond learning. Higher levels of objectives provide the connection to results. Some ex