The training and development department has a simple target. It has to ensure that all employees know the basics required to conduct the job efficiently and smoothly. Most training and development departments do not focus on the leadership development programs or talent development because the specialized small unit takes care of them. The T&D department is focused on the mass population in the organization. The training unit is responsible for the basic know-how of the business that makes the business agile and profitable. The goals for the training and development department follow changes in the business and HR Strategy, usually.

The business strategy defines the requirement of the organization to be successful in the future. It does not define just products and services; it describes sales channels and the way how the company communicates with clients and customers. It does determine how the employee should behave and what skills and competencies are essential.

The clear link between the business strategy and training needs and requirements makes planning of T&D goals and objectives easier. All employees can see an explicit link, and they can identify the role of individual courses in the general vision of the company. The department usually runs three kinds of training courses, and the goals and objectives should follow the structure:

  • hard skills;
  • sales skills;
  • soft skills.

Training and Development Goals and ObjectivesThe successful and modern organization always has a clear focus on hard skills of employees. It takes care of the knowledge of basic product and process management skills. Each employee has to be able to draw a process and measure key KPIs. Everyone has to understand to basic performance reports, and each employee has to find potential gaps. The Training and Development department has to take over the clear ownership of all hard skills courses in the organization. It has to design a clear methodology and certificate all internal trainers. This is a clear objective for the unit.

The organization without sales volumes is dead. The success of the company is always built on the success of the sales team. It is the only way how to bring healthy cash into the business. Each successful organization invests in the development of the unique sales skills training. It does not buy the generic content from the market. It designs the program that turns each employee into a real sales person and advocate of the company. It is a goal for the training department to develop such an extremely competitive course.

Last driver of targets and objectives for the training department are the competitive and entertaining soft skills courses. The organization needs employees who communicate, share ideas and build the diverse team. Most people have skills to become friends, and they are indeed social animals. However, the soft skills training can improve their skills and competencies. Most organizations offer an essential set of training, but they do not refresh it often. The regular update of the training menu is always a good target for the department.

HR below the line

Goals, Goals, Goals!

Setting the right goals and objectives is the true art of the leadership. Human Resources trains managers and leaders how to set the targets for departments and employees. It manages the process so that all targets are aligned with the vision of the organization and follow the same approved principles.

However, Human Resources forgets to set the objectives for Human Resources Department. Just as the inspiration, you can find Goals and Objectives examples for the HR Business Partner, Recruitment and Staffing, Compensation and Benefits, Training and Development, Succession Planning, Leadership Development, HR Social Media, Employee Retention and HRIS.

The goals and objectives should be taken as examples. They are not the real targets to be used as they are provided. They just inspire. They help building the modern Human Resources Management Function in the company. Do not follow them blindly.

About Creative HRM

Human Resources Management is an essential business function in organizations that gain the sustainable competitive advantage. The development of Human Resources Management Practices and Procedures is an important way to reach targets and growth. HRM always start with the introduction of basic HR Management Policies, and it develops into the Leadership Development, sophisticated Compensation and Benefits, Organization Design, Performance Management and Career and Succession Planning.

creative HRM is a personal informational project focused on the description of latest trends in Human Resources Management. HR is a quickly developing business function, and new HR trends or procedures occur often. However, the implementation of new trends is difficult, and we should learn from mistakes and successes of others. Connect and stay connected.

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