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pre-training test 
of skills, knowledge, performance, attitude, and so on. 
BPP Tutor Toolkit Copy

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CHAPTER 16
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TRAINING AND DEVELOPMENT 
 
407 
The ongoing system of 
performance appraisal
 
(discussed in Chapter 17) will furnish some of this 
information. A 
human resources audit 
or 
skills audit 
may also be conducted for a more comprehensive 
account of the current level of competence, skill, knowledge (and so on) in the workforce. 
3.4 Setting training objectives 
Once training needs have been identified, they should be translated into 
training objectives
. 
If it is considered that training would improve work performance, training 
objectives
can be defined. 
They should be clear, specific and related to observable, measurable targets, ideally detailing: 

Behaviour
– what should the trainee be able to do? 

Standard
– to what level of performance? 

Environment
– under what conditions (so that the performance level is realistic)? 
For example: 
'At the end of the course the trainee should be able to describe … or identify … or distinguish x from y 
… or calculate … or assemble …' and so on. It is insufficient to define the objectives of training as 'to 
give trainees a grounding in …' or 'to encourage trainees in a better appreciation of …': this offers no 
target achievement which can be measured. 
Training objectives link the identification of training needs with the content, methods and technology of 
training.
Training needs 
Learning objectives 
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