{"id":5568,"date":"2017-05-25T12:48:00","date_gmt":"2017-05-25T12:48:00","guid":{"rendered":"https:\/\/www.efrontlearning.com\/blog\/?p=5568"},"modified":"2018-12-04T08:34:23","modified_gmt":"2018-12-04T06:34:23","slug":"how-set-measurable-learning-objectives-goals","status":"publish","type":"post","link":"https:\/\/www.efrontlearning.com\/blog\/2017\/05\/how-set-measurable-learning-objectives-goals.html","title":{"rendered":"Setting Meaningful and Measurable Learning Objectives: The importance of goals"},"content":{"rendered":"
The idea behind producing meaningful and <\/span>measurable learning objectives is simple: They facilitate the creation of corporate training content that\u2019s in line with those objectives and they provide clarity for learners, in terms of expectations around the training.<\/span><\/p>\n

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In this article, we\u2019ll take a look at the theory behind setting well-defined <\/strong><\/span>eLearning objectives and explain how corporate trainers can produce measurable learning objectives<\/strong> with the help of some examples of meaningful and <\/span>measurable learning outcomes<\/b>.<\/span><\/p>\n

The andragogy of corporate learning objectives<\/h2>\n

There are well documented andragogical guidelines for setting measurable learning objectives<\/strong>.<\/strong> The most useful references for this purpose are the original Bloom\u2019s Taxonomy of 1956 and the revised version of 2001; both of these can be leveraged to produce clear, measurable, and meaningful statements that define the learning objectives.<\/span><\/p>\n

These theories, which are equally applicable for setting <\/span>eLearning objectives<\/strong>, are based on a set of cognitive learning levels that training aspires to produce in a learner<\/strong>. These include:<\/span><\/p>\n