To set the learning objectives, first, understand the learner’s macro and micro development needs. Macro needs are the major skill gaps that an employee may have or some language barriers they face which could make training difficult for them. Also determine if a learner is being considered for a new role? Or do they have to learn a new technology-based skill? All of these questions should help you determine your learner’s macro needs and it’s important to know these.
Micro needs on the other hand talk about the type of learning that learners prefer or the mode or device on which learning is accepted, and other similar questions which are smaller in nature and those which can easily be addressed to enhance a learner’s training experience and needs.
Surveys are a great way to understand your learners’ competence levels, including what worked and what did not. Asking a test group of learners about their wants and preferences is also a good way to assess learner needs. Be clear about determining what your learners expect from the training and then be sure to include ‘their wants’ in the training if possible.
Remember, each learner will have a unique set of needs, but trying to fulfill each need may be a little complicated. So your goal should be to fulfill each need to whatever extent possible without going overboard or diverging from the primary goal of training every learner. Your goal is to motivate ‘all employees’ to except eLearning and not just ‘a employee.’