training case study objectives

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Michael Cassady

Director of L&D

Tips for Creating Training Case Studies .

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How to Use Case Studies in Your Employee Training Sessions

Case studies can be powerful tools for learning and training. They're evidence-based stories that showcase the outcomes you want, so using them as the basis for your training can make the training itself more engaging and more effective. The question is, how can you use a case study to enhance your training for learners? There are several options.

• Identify personal leadership styles
• Capitalize on style strengths
• Minimize style trouble spots

Table of Contents

Design a case study to fit the training, develop training to fit a case study, use a longitudinal case study to demonstrate outcomes of training, use miniature case studies to prove individual points, thread a case study throughout training, ask trainees to predict case study outcomes, discuss potential alternative outcomes in case studies, turn a case study into an immersive simulation, create a framework case study and encourage trainees to fill it out.

First up, you have one major decision to make. Do you design training around a case study, or do you design a case study to fit your training? Both perspectives are equally valid as long as the study results and the training program goals are aligned.

Let’s say you choose to design a case study to fit your desired training. For example, you're trying to implement the  Delivering Exceptional Phone Service  reproducible training course for your customer service team. To back up the training, you want a case study that showcases how putting the techniques taught in the course into practice will bolster positive outcomes with customer service.

You have two options here.

• The first is simply writing a case study based on your own experiences, accentuating the necessary details relevant to the training, and pruning it down to the bare essentials to prove your point.
• The other option is to seek out existing case studies performed by renowned research firms that support your points.

In either case, you can then use the case study as a "real world" example of how the techniques in the training can be put to actual use and how they tangibly impact positive outcomes. Make sure to highlight specific aspects of the case study and how they relate to the practices put forth in the training module for better retention.

Your second option, as an alternative, is to develop your training to fit an already existing case study.

The process looks a little something like this:

• Begin by finding a case study that results in the outcomes you're seeking. For example,  this case study from Train Like a Champion  focuses on getting training to produce long-term results, something that every company can benefit from implementing.
• Next, review the case study. Look for salient details and mechanisms used to achieve the outcomes you desire. Ideally, the case study itself will support those mechanisms and expound upon how to use them.
• Finally, develop a training module that integrates the case study and its data, as well as the mechanisms you uncovered, to train your employees to achieve those same outcomes.

You can accompany the training module with the case study, with details and data uncovered along the way, or you can use it as a companion piece or use it as cited sources or proof for the claims you're making. None of these choices are inherently wrong, so pick the ones that work best with your staff and your means of training to create a better learning experience.

Longitudinal case studies are case studies that look at and measure specific data about their subjects over a long period. Such case studies can follow individuals throughout a particular period of years, their careers, or their entire lives. For example, longitudinal studies are often used in medicine to help study the long-term effects of various substances and illnesses.

A longitudinal case study can be a powerful tool for building training. You can point to specific, hard evidence that certain kinds of training not only improve short-term results and benefits for employees, clients, and companies but can increase the value of employees throughout their careers.

Using this kind of case study can be an essential part of encouraging your employees to take the training seriously. After all, it's one thing to encourage employees to participate in training because it benefits customers or the company, but it's quite a different incentive if you can showcase how that training will improve their career prospects.

The tricky part about this is that case studies can prove many different points because different people have different career trajectories and leverage different skills in different ways. That is why it can be essential to begin with training modules such as  What's My Leadership Style  to help employees identify which individuals to follow in the case study and which outcomes are most relevant to their specific situations.

If finding specific, relevant longitudinal studies isn't possible, an alternative approach involves leveraging small-scale case studies to reinforce key points throughout your training process. For example, throughout a comprehensive  customer service training  course, you can use specific case studies that highlight varied responses to an irate customer, showcasing how different approaches lead to distinct outcomes. These case studies provide tangible examples to support decisions about adopting a placating, resistant, or combative tone in customer interactions.

The benefit to this option is that there are, in general, many more small-scale case studies than there are more extensive, longitudinal case studies. Moreover, it's much easier to find them and use them to prove your points. Long-term case studies can have surprising outcomes, and they can have findings that contradict your studies and policies. That can be difficult to reconcile unless you're willing to wholly adjust your training and direction.

The biggest potential drawback to this option is that there are many small-scale case studies, many of which can have contradictory outcomes. With the vast pool of small-scale case studies available, there is a risk of cherry-picking examples that selectively support a specific viewpoint, regardless of their overall value. This practice could compromise the integrity of the training content and may not provide a holistic representation of the topic at hand. Trainers should exercise caution and ensure that the chosen case studies are relevant, unbiased, and contribute substantively to the overall learning objectives.

If you think back to some of the more effective textbook designs for schools in higher education, you may find a through-line. Many effective textbooks include an ongoing, long-term set of examples, or "characters," they follow along the way. For example, in courses where you learn a language, a textbook will often have a set of characters who interact in varying situations to showcase quirks of language, particularly conversational use of the language.

A case study can be used in this manner for your training. Fortunately, many comprehensive and overarching training courses have these kinds of examples and case studies built into them.

The goal is to allow your trainees to explore training in a multifaceted way. That might include links to studies, links to infoboxes, video interviews, and much more.

An added benefit of this training method is that you can make a single training module much more comprehensive in terms of answers to common and uncommon questions. Training employees from a point of knowledge can be surprisingly challenging because it can be tricky to judge even what the trainees don't know. Providing in-depth, interlinked, embedded answers to questions for trainees to explore helps bring everyone to the same page.

One thing that sets effective training apart from ineffective training is the level of interactivity. When training is interactive and engaging, trainees learn much more from it by participating in "real-life" examples and demos of the training in action. This approach enables participants to apply their knowledge in real-life situations, promoting a deeper understanding and emphasizing their problem-solving ability to choose appropriate resolutions.

One way to help encourage engagement in training is with a case study that puts that training into action. Divide the case study between setup and resolution, and have the trainees read the setup portion of the training. Cut it off as the individuals in the case study are making their decisions based on the training (or ignoring the training).

Then, ask the trainees to predict what the outcomes will be. Encourage them to write down their predictions. Then, you can progress with the case study and reveal the actual results of the training. While some case studies may follow predictable paths, introducing occasional curveballs keeps participants on their toes. These unexpected twists challenge trainees’ critical thinking skills and their ability to adapt their problem-solving strategies. You can then discuss why they made the predictions that they did and what led them to their decisions, whether right or wrong.

This interactive approach not only transforms training into a participatory experience but also creates a platform for meaningful discussions.

Like the above, you can leverage case studies and predictions to speculate. How would the outcome have changed if the individual in the case study made a different choice or acted differently?

What changes would your employees make?

"After reading a case study together or independently, you can have your participants write a different ending to the case study. For example, if you read a story about a woman who improved her communication skills after attending a workshop (just like the one your students might be in), have them write what would happen if she didn't attend the workshop. Have them write what would happen if she was engaged/not engaged. Ask them to consider what is going on in the woman's life that might impact her ability to communicate appropriately or efficiently during the time of training. Writing a different outcome prompts participants to consider the whole story and not just the parts that are presented to them." –  TrainingCourseMaterial

For an interesting case study of your own, you can ask your trainees to read a situation and convey how they would act in that situation before implementing the training in the first place. Then, progress through the training modules. When finished, ask the trainee to revisit, see how accurate their behavior is to the goal, and ask them what changes, if any, they would make.

Once again, studies show that the best training is training produced in the form of an immersive simulation.  

Look for industry case studies about particular incidents.  Several agencies  produce comprehensive investigations into the circumstances behind industrial accidents, often in factory, warehouse, or shipping processes. These case studies can form the basis of a scenario wherein you ask your employees to role-play how they would respond if the incident occurred in your facility.

You can then use the realities of the investigation to enforce consequences in the simulated disaster. For example, say you're training employees to handle a chemical spill in a warehouse. The established procedures outline specific actions to be taken. Within the simulation, introduce a scenario where one employee is found unconscious within the chemical spill. This introduces a critical decision point: will someone attempt a rescue, and if so, will they do so without proper preparation? You can then remove this individual from the training scenario because their actions led to them being incapacitated.

There are many such examples. Always remember that most, if not all, industrial and commercial regulations are built on the back of people dying because of loopholes or unforeseen circumstances.

This approach allows employees to engage with the training material in a hands-on, realistic manner. It not only reinforces the importance of adhering to established protocols but also highlights the potential repercussions of deviating from proper procedures. The immersive nature of these simulations helps employees internalize the lessons, making the training more impactful and applicable to their day-to-day responsibilities.

Finally, another way to use case studies for training is to turn your trainees into case studies themselves. Build a framework or a template of a case study, with questions about the scenario, their responses, the training, and their behavior after the training. Encourage trainees to fill out these case study templates, then participate in training, and fill them out again. For added value, track these employees for months afterward to see where they've gone, how they've implemented their training, and how it has improved their careers.

The use of case studies can be a powerful training tool, but they can only be effective if coupled with practical training modules. After all, you can't know how to reach your goals without knowing where you are. That's why we offer dozens of training options in our reproducible training library, as well as dozens more assessments (both instructor-led and self-guided) to help establish baselines and build awareness.

Check out our training library, and find case studies that align with your company values and learning objectives.

To learn more about how to help your employees, check out our  What’s My Leadership Style  course. This course is a management development tool, leadership style assessment, and online training workshop. This comprehensive tool is designed to pinpoint an individual's leadership style, offering valuable insights for organizational leaders, managers, and supervisors. By utilizing this tool, professionals can enhance their performance and cultivate the skills necessary to evolve into effective and impactful leaders within their respective roles.

Do you have any questions or concerns about using case studies in your employee training sessions to provide the best outcomes for your learners? If so, please feel free to leave a comment down below, and we'll get back to you! We make it a point to reply to every message we receive, and we would be more than happy to assist you or your company however we possibly can.

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About our author

Bradford r. glaser.

Brad is President and CEO of HRDQ, a publisher of soft-skills learning solutions, and HRDQ-U, an online community for learning professionals hosting webinars, workshops, and podcasts. His 35+ years of experience in adult learning and development have fostered his passion for improving the performance of organizations, teams, and individuals.

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Blog Human Resources How to Write Actionable Learning Objectives [Examples Included]

How to Write Actionable Learning Objectives [Examples Included]

Written by: Daleska Pedriquez Aug 12, 2021

If you’ve created or are thinking of creating a training program for your employees or colleagues, one of the most important aspects you need to nail down is learning objectives.

Objectives give your training focus. They answer the million-dollar question: “What’s in it for me?” for every training program and they help your trainees have a clear idea of what they can achieve after completing the training.

As a learning and development professional, you want to create the best learning objectives that will make people interested and invested in your training.

Let’s take a look at how you can write learning objectives effectively and some of the training plans you can use to build upon our learning objectives. You can then start creating these lesson plans using Venngage for Training and Development teams.

START CREATING FOR FREE

Click to jump ahead:

What is a good learning objective.

• How to write learning objectives effectively
• Training material and course outlines with learning objectives

An effective learning objective is clear, actionable and measurable.

As your trainees read the learning objectives, they should be able to know what they can get out of the course or what they can do after completing the course, why they should do it and how it will help them.

If possible, you can even make your learning objectives SMART : Specific – Measurable – Achievable – Relevant – Time-bound.

CREATE THIS INFOGRAPHIC TEMPLATE

If you’re creating a course on Infographic Design, for example, the learning objective can be:

“By the end of this course, learners can design an infographic using [the tool name] that helps them communicate their business goals effectively.”

Did you know we have a FREE course that helps you become an Infographic Design Pro ? Check it out:

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Return to Table of Contents

How to write learning objectives effectively

Here are five easy tips to write actionable learning objectives for any course.

• Establish your learner’s knowledge level
• Remember ABCD—the four components of adjectives

Use the right set of action verbs

Make sure the objective is measurable.

• Think of objectives as checkpoints

Establish your learner’s knowledge level

You need a knowledge baseline for your course because this will indicate the average knowledge and experience every trainee has about the subject. Thus, you can determine the amount of change or value your course can provide your trainees.

Most courses help learners achieve changes in the areas of ASK (attitude, skill and knowledge). The acronym also pertains to the course’s affective, psychomotor and cognitive learning effects.

Here’s a quick reference card to help you assess your learner’s knowledge level easily:

• Attitude/Affective: “Choice” is the right keyword regarding attitude or affective learning. This aspect deals with feelings and emotions. Measuring affective learning objectives can be tricky because it requires you to define your goals as accurately as possible.
• Skills/Psychomotor : Instructors can easily measure skill-focused courses with performance-based objectives. Teachers will have the easiest time making objectives and teaching psychomotor courses because of their defined nature.
• Knowledge/Cognitive : Pre-lesson learning assessments are crucial for knowledge-based courses. Expanding your student’s base knowledge is the core of cognitive classes.

Here’s an example of a course outline that states clearly who the target audience of the course is:

Remember ABCD—the four components of objectives

Each objective should have the following components:

• Audience:  Define your audience. Who is going to take your course? Common words to use are “learners”, “students”, “trainees” or in specific business cases, “employees”.
• Behavior:  Determine the action that your learner will take while learning the course or when completing the course. Make sure you use action verbs .
• Condition:  State the conditions you expect your learners to conduct the Behavior—this could be the tools, aids or materials your learners can or cannot refer to.
• Degree of Change/Mastery:  State the criteria for acceptable performance or in other words, how well your learners should complete the task.

Let’s say you want your employees to take phishing training. The course can look like this:

CREATE THIS PRESENTATION TEMPLATE

Based on this method, here are some learning objective examples for this course:

After the course, employees will be able to explain the characteristics of a phishing email.

• After the course, employees who have fallen for a scam will successfully take the four actions required to deal with that situation.

If you’re interested in seeing some other course outlines or course presentation templates, check out these blog posts:

• How to Create an Engaging Online Course in 10 Steps [+ Customizable Course Templates]
• What is a Webinar & How Does It Work? [Beginner’s Guide with 10+ Presentation Templates]
• 27+ Lesson Plan Examples for Effective Teaching [TIPS + TEMPLATES]
• Learning and Development 101: How to Get Started [With Visual Tips and Templates]

Action verbs are simple to understand because they tell your students what to do. For example, the word “explain” works well for knowledge learning objectives. Alternatively, “assemble” focuses on skill-based coursework.

The right set of action verbs gives your trainees optimal focus for every course lesson. Thus, avoid choosing action verbs that are clunky, uncommon and confusing. For example, avoid using the phrase “put a figure on” as a synonym for “calculate.”

Let’s go back to the phishing course above. You can see that the word “explain” is used for one of the learning objective examples:

instead of non-action verbs like “recognize” or “understand”. This gives the learning objective a clear focus and sets straight what actions learners are expected to take upon completion of the course.

By using measurable learning objectives, instructors determine how well learners can understand course materials. They will also be able to look for course issues and improvements when comparing students’ performance with expected results from the learning objectives.

You can accurately state and measure each student’s performance with clear objectives and action verbs. For example, using the verb “explain” helps learners understand that instructors will measure their performance through their topic explanation, discussion or presentation.

Think of learning objectives as your checkpoints

Your objectives serve as checkpoints for your students. Every objective your learners achieve is a step towards your course’s top goal.

You can quickly create checkpoints by stating their ultimate course objective and working backward. Next, you must identify the sub-steps to achieve this ultimate objective. Then, you can further break down these sub-steps into smaller micro-steps.

You can use a mind map template like this one to help branch out ideas for your learning objectives:

CREATE THIS MIND MAP TEMPLATE

Or use a process infographic like this one about microlearning :

This will help you come up with learning objectives that coordinate with different phases of the course.

Training materials and course outlines with learning objectives

Learning objectives generally are stated within a course outline. Let’s take a look at some training materials and course outline templates with learning objective examples you can use:

Corporate training material presentation template: ADDIE model

This training program outline in the style of a presentation and is suitable to be used when you’re presenting in person to your colleagues, or when you’re presenting online on Zoom, Google Meet, etc.

Notice “Takeaway” box:

This box summarizes the learning from each slide, but you can use it to state your learning objectives as well.

You can easily customize this template for your corporate training program with Venngage’s drag-and-drop editor. You can even apply your branding to it by using My Brand Kit , in just one click:

A Venngage for Business user can export presentation templates in PowerPoint format and use them with PowerPoint or Google Slides:

For more training material examples , read the article: How to Make Engaging Training Materials with Visuals (+ 20 Template Examples)

Learning objective examples: Math lesson plan

CREATE THIS LESSON PLAN TEMPLATE

This Math Lesson Plan template has a completely separate section dedicated to learning goals and success criteria:

Notice the use of action verbs like “describe”, “solve”, “evaluate”, “write” and more.

Once you’ve done editing the plan, you can easily export it as a PDF or Interactive PDF (if you want your links to be clickable):

For more lesson plan examples , check out this post: 27+ Lesson Plan Examples for Effective Teaching [TIPS + TEMPLATES]

In summary: Use these tips and examples to create your own actionable learning objectives for your training program

Making actionable learning objectives doesn’t have to be a grueling task. You can create and visualize your actionable learning objectives by using our easy-to-edit templates and drag-and-drop editor. No design experience required.

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• Learning & Development

Objectives for training: a guide to writing clear and effective goals

• Posted by by Jack Woodworth
• April 27, 2023
• 5 minute read

Learning and professional development is an essential part of any business, and it’s crucial to ensure that the training your company provides is effective and achieves its intended purpose. This is where setting clear and measurable training objectives comes in.  Objectives for training are specific goals that define what learners are expected to achieve by the time they’ve completed their training . Read on to explore what training objectives are, how they differ from training goals, the purpose of setting training objectives, how to write them, and examples of both objectives and goals.

Training objectives vs training goals

What is the purpose of setting training objectives, examples of training objectives, examples of training goals, key takeaways, what is a training objective.

A training objective is a specific, measurable, achievable, relevant, and time-bound (SMART) statement that defines what learners are expected to achieve by the end of a training program . It is a clear description of the knowledge, skills, and behaviors that the learners should acquire or be able to demonstrate at the end of training. The training objectives you create should be aligned with the overall goals and objectives of your company or organization, and they should be relevant to your learners’ job roles.

While the terms “training objectives” and “training goals” are often used interchangeably, and are similar in nature, they are not identical. 

Training objectives are specific, measurable, and time-bound statements that describe what learners are expected to achieve as a result of participating in a training program. Objectives are usually written from the learner’s perspective and focus on the desired outcomes of the training. You are able to measure results by numbers, percentages, or pass/fail outcomes.  Training goals, on the other hand, are broader statements that describe what the organization hopes to achieve through the training program. Goals are often written from the company or organization’s perspective, and focus on the big-picture outcomes that the training is intended to support. Goals can also be measured numerically or through pass/fail outcomes. Both training objectives and training goals are essential for designing and implementing effective training programs.

The purpose of setting training objectives is to provide clarity both for learners and managers. Clear training objectives inform learners what skills and knowledge they’re expected to gain from the training program, as well as what metrics will be used to evaluate if they gained that knowledge. In turn, managers have a clear direction on how to evaluate if the objective has been achieved or not. Key reasons why it’s important to set training objectives:

• Clarify expectations Training objectives help to clarify what is expected of learners and what they need to achieve to complete the training program successfully. This clarity allows learners to stay focused on the desired outcomes and understand how the training will help them to develop new skills and knowledge.
• Measure progress Training objectives provide a measurable way to track learners’ progress throughout the training program. By setting specific, measurable, and time-bound objectives, you can easily assess whether learners are achieving the desired outcomes and make any necessary adjustments to the training program to ensure that learners are on track.
• Improve learning outcomes By taking time to write clear objectives for training before that training is rolled out, you’re compelled to evaluate if the program you’ve created matches the objective it’s supposed to achieve. This will help you identify any gaps in the training program before you initiate it, instead of after the fact.

How do you write training objectives?

Writing effective training objectives is critical to designing and implementing an effective training program. Here are some clear, actionable tips to creating training objectives:

• Define the desired outcomes The first step in writing training objectives is to clearly define the desired outcomes of the training program. This involves identifying what learners need to know or be able to do by the end of the training program.
• Use the SMART criteria The SMART criteria is a framework for setting effective objectives. SMART stands for S pecific, M easurable, A chievable, R elevant, and T ime-bound. Use this framework to ensure that your objectives are clear, actionable, and achievable within a specified time frame.
• Write from the learner’s perspective When writing training objectives, it’s important to write from the learner’s perspective. Objectives should focus on what learners will be able to do or know by the end of the training program.
• Use action verbs Use action verbs in your objectives to clearly describe what learners are expected to do. For example, use verbs like “identify,” “analyze,” “demonstrate,” or “evaluate.”
• Keep it concise Training objectives should be concise and easy to understand. Use simple language and avoid jargon or technical terms that learners may not understand.
• Prioritize objectives Prioritize your objectives based on their importance to the overall success of the training program. This will help to ensure that learners are focused on the most critical skills and knowledge.
• Test your objectives Ask yourself if the objectives you’ve written align with your company’s overall goals, if the training they correspond to is enough for them to be achieved, and if they’re easy to understand by someone other than you.

Here are some examples of training objectives that are specific to learners in your company:

• Recognize and respond to the 5 most common customer questions As a customer support specialist you will be trained on the most common customer questions and memorize the correct responses to them to be able to assist customers faster and more efficiently.
• Double the number of upsell opportunities proposed during customer consultations As a sales representative in the field you will learn how to identify upsell opportunities when consulting with customers, and how to effectively communicate the value of our products and services to increase your average deal size.
• Learn and implement techniques for securing your electronically stored data You will improve the overall security of your company laptop and/or phone by learning how to properly secure your electronically stored data and minimize the risk of breaches.
• Identify workplace hazards and report them correctly You will learn to spot hazards in the workplace, and how to correctly document and report them to decrease the overall risk of workplace injury to yourself and others.

Here are some examples of training goals. Each goal corresponds to the example training objectives above, and shows how those objectives contribute to the overall company training goal:

• Improve customer satisfaction rating By training all employees on the most common questions and complaints, the company’s overall rating should reach at least 4 stars by the end of the year.
• Increase upsell revenue by 25% By training sales representatives on how to identify and approach upsell opportunities with customers, the overall company revenue from upsells should increase.
• Improve overall company security By delivering cybersecurity training to all employees the security of the company’s data should improve and lead to fewer breaches.
• Decrease the number of workplace accidents By training all employees on workplace hazards and how to prevent them, the overall number of accidents on job sites should decrease.

Simplify employee training with a powerful microlearning app

What are the 3 objectives of training?

The three objectives of training in an organization are:

• Help each member of your team perform their job roles effectively
• Improve overall performance
• Increase the organization’s ability to achieve its goals and targets

What are SMART objectives of training?

SMART objectives are specific, measurable, achievable, relevant, and time-bound objectives that define what learners are expected to achieve by the end of a training program. SMART objectives help to ensure that the objectives are clear, measurable, and achievable.

From training objectives, to goals, to success

Setting clear training objectives is essential for any training program’s success. They provide learners with direction and focus, measure training effectiveness, and motivate learners to take ownership of their learning. Using the SMART framework will help you provide clarity and ensure that your objectives are aligned with your company’s overall goals. By setting clear and measurable objectives, you’ll improve the effectiveness of your training programs and help your whole team reach their fullest potential.

• Training objectives are specific, measurable, achievable, relevant, and time-bound statements that define what learners are expected to achieve by the end of a training program.
• Training goals describe the overall purpose or aim of the training program, while objectives are specific and measurable outcomes.
• The purpose of setting training objectives is to provide direction and focus, measure training effectiveness, and motivate learners.
• Effective training objectives should be aligned with your organization’s overall goals and objectives, use the SMART framework, and be simple and easy to understand.
• Clear and measurable training objectives are essential for improving the effectiveness of training programs and achieving desired outcomes.

You might also like

How to Write Effective Learning Objectives in 5 Steps

Master the art of crafting clear learning objectives in just 5 steps, ensuring your training content aligns with desired outcomes and engages learners.

In this post, we're diving deep into the art and science of writing effective learning objectives .

Whether you're an HR professional, a trainer, or an educator, understanding how to craft clear and measurable learning objectives is crucial.

Writing effective learning objectives involves identifying the desired outcome, choosing an action verb, and ensuring measurability.

Crafting effective learning objectives is more than just a task—it's an art form that requires attention to detail, a deep understanding of your audience, and a focus on measurability. In this section, we'll break down each step to make this process as simple as possible for you.

Let's get started

1. Identify the Level of Knowledge

The first step is to pinpoint what you want the learner to gain from the training or lesson. Are you aiming for a change in attitude, skills, or knowledge? Knowing this will help you tailor your objective to meet specific needs.

For example, if you're focusing on skills, your objective might center around mastering a new software tool .

See the future of learning in motion

2. select an action verb.

The action verb you choose sets the stage for what you expect the learner to be able to do by the end of the training. Avoid vague verbs like "understand" or "know." Instead, opt for measurable verbs like "identify," "create," or "analyze."

These verbs set clear expectations and can be easily evaluated.

3. Create Your Objective

Now, combine your chosen action verb with the desired outcome or change post training . Make it specific and straightforward.

For instance, if your training is about cybersecurity, your objective could be: "Identify common phishing scams to improve email safety."

Want to learn how to set S.M.A.R.T goals for your team ? 📕  Download our Free eBook

4. Check Your Objective

A well-crafted learning objective should include four key components : audience, behavior, condition, and degree of mastery—often referred to as the A, B, C, D's.

For example, "By the end of this course (condition), new hires (audience) will be able to identify (behavior) at least 8 out of 10 phishing scams (degree of mastery)."

5. Repeat for Each Objective

One objective is rarely enough to cover the full scope of a training program or lesson. Create multiple objectives to offer a comprehensive learning path .

This ensures you have a well-rounded set of metrics to evaluate the effectiveness of your training .

Luckily there's a framework to develop high-quality learning objectives, Bloom's Taxonomy .

Using Bloom's Taxonomy to Structure Learning Objectives

Bloom's Taxonomy is a powerful tool that can elevate your learning objectives. This framework categorizes different levels of human cognition into six stages. By aligning your objectives with these stages and using the right action verbs, you can create a more comprehensive and effective learning experience.

At this stage, learners should be able to generate new ideas or concepts . Objectives might include designing a new marketing strategy or constructing a business model. ‍

Verbs : Design, Construct, Develop

Here, learners are expected to make judgments about the value or effectiveness of a situation, action, or outcome. Objectives could involve assessing the viability of a new product launch. ‍

Verbs : Judge, Critique, Assess

At the analyze stage, learners should be able to break down complex topics or issues into smaller parts to understand them better. Objectives might include comparing and contrasting different leadership styles. ‍

Verbs : Compare, Contrast, Examine

This stage focuses on using learned material in new situations . Objectives could involve implementing a new software tool in a real-world scenario. ‍

Verbs : Implement, Use, Execute

Here, learners should be able to explain ideas or concepts . Objectives might include describing the key principles of effective communication. ‍

Verbs : Explain, Describe, Interpret

At this foundational stage, learners need to recall or recognize information . Objectives could involve listing the steps for effective project management. ‍

Verbs : List, Recall, Identify

Writing effective learning objectives is a cornerstone of successful talent development . At Continu, our Learning Management System is designed to help you seamlessly integrate these objectives into your training programs, making the process easier and more effective.

Jamie Olson is the VP of People and Culture at Continu, a leading Learning Management System (LMS) company. With almost 20 years of experience in Human Resources, Jamie brings a wealth of knowledge in areas such as Learning and Development, Employee Training, Talent Management, and Performance Management. She's passionate about creating environments that foster learning and growth, and she's an expert in leveraging technology to enhance HR processes. Jamie's insights are grounded in her extensive experience and her commitment to helping organizations cultivate a culture of continuous improvement.

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How to use case studies in training programmes

As a trainer, I often think about how to make my training sessions more interesting and useful.  

The purpose of a training course is to help trainees understand a concept that can be used in their field. For this, they require both theoretical and practical knowledge so they can apply the learning in real-life situations. 

Using case studies in training sessions is a great way to achieve this. They’re practical training tools, which actively engage trainees through descriptive, real-life and/or fictional situations. Crucially, they focus on how to solve a problem, rather than on the solution alone. 

They also offer alternative experiences, approaches and solutions to help broaden trainees’ knowledge and skills, e.g., teamwork, practical knowledge application and problem solving. 

Types of case studies 

Picking the right type of case study for your training programme is important. Here are some of the main types:

• Descriptive case studies focus on explaining a particular situation or action. For example, it could be used to help trainees learn effective strategies.
• Exploratory case studies explore the potential benefits and limitations of existing strategies or examine emerging trends or new phenomena.
• Instrumental case studies focus on understanding a particular problem and then provide insights into a broader issue or problem.
• Intrinsic case studies focus on a particular case and then generalise the findings to other scenarios.
• Collective case studies examine a group of related cases to gain insights into broader phenomena.

How to use pre-existing case studies

All the case studies that you provide should include sufficient information so the trainees can develop solutions and apply them to similar scenarios. 

The length of the training course will affect how you integrate the case studies. 

Some effective ways to successfully use case studies in your training programmes include the following:

• Provide a brief, written scenario and include questions that trainees can evaluate themselves. This will enable them to apply their learning immediately and identify options for solving the problem.
• Show short videos that present specific problems/scenarios and ask the trainees to develop role-plays based on them to analyse the problems objectively.
• Provide a written scenario, e.g., addressing local climate change issues, and accompanying data and ask trainees to analyse and present their understanding of the issues in groups.
• Make a presentation, supported by visual aids. Provide practical examples of the theory or techniques covered and follow up with a question-and-answer session (structured or unstructured).
• Ask trainees to read a case study independently and then have a whole-group discussion about the challenges and the possible solutions.
• Get the trainees to complete individual/group assignments on a case study. Provide a worksheet and get them to write/present their analysis, including their recommendations/solutions.
• Use several case studies so the trainees can the identify similarities and differences among them.
• Case studies can also be provided as reading materials for trainees to take home to test their knowledge and skills without worrying about marks.

Helping your trainees write their own case studies

In longer training courses you could even give the trainees a scenario and get them to develop their own case studies on it. 

To support them with this you could give them a list of steps as a framework , like the following:

• Read the scenario and highlight relevant facts and underline the key problems. 
• Identify between two and five key problems. For each, answer the following questions: Why does the problem exist? What’s its impact? Who’s responsible for it ?
• Review the source documents, have discussions or conduct more research to find possible solutions to each problem/the changes required.
• Choose the best solution, making sure it’s realistic and that the supporting evidence is strong. Identify the pros and cons of your chosen solution.

You could also give them a more detailed template, providing a clear structure for developing their own case studies. This could provide guidance and prompts for writing the following sections: introduction, background, evaluation, recommendations and conclusions.

At the Public Affairs Centre (PAC) , we train many government officers and decision-makers and our use of case studies has been well-received and beneficial. 

But the training strategies outlined above would be beneficial and effective in any training context.  

Related content

School for thinktankers 2025, warsaw security forum, ai for think tanks – learnings from the first cohort, in conversation with dr. pamela nakamba, economic advisor to zambia’s president, in conversation with v. manjula: training and capacity-building in the indian government, not influential but useful: rethinking how we assess and support think tanks, my journey with ott: professional growth in the think tank world, introduction to the political philanthropy series.

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5 Benefits of Learning Through the Case Study Method

• 28 Nov 2023

While several factors make HBS Online unique —including a global Community and real-world outcomes —active learning through the case study method rises to the top.

In a 2023 City Square Associates survey, 74 percent of HBS Online learners who also took a course from another provider said HBS Online’s case method and real-world examples were better by comparison.

Here’s a primer on the case method, five benefits you could gain, and how to experience it for yourself.

Access your free e-book today.

What Is the Harvard Business School Case Study Method?

The case study method , or case method , is a learning technique in which you’re presented with a real-world business challenge and asked how you’d solve it. After working through it yourself and with peers, you’re told how the scenario played out.

HBS pioneered the case method in 1922. Shortly before, in 1921, the first case was written.

“How do you go into an ambiguous situation and get to the bottom of it?” says HBS Professor Jan Rivkin, former senior associate dean and chair of HBS's master of business administration (MBA) program, in a video about the case method . “That skill—the skill of figuring out a course of inquiry to choose a course of action—that skill is as relevant today as it was in 1921.”

Originally developed for the in-person MBA classroom, HBS Online adapted the case method into an engaging, interactive online learning experience in 2014.

In HBS Online courses , you learn about each case from the business professional who experienced it. After reviewing their videos, you’re prompted to take their perspective and explain how you’d handle their situation.

You then get to read peers’ responses, “star” them, and comment to further the discussion. Afterward, you learn how the professional handled it and their key takeaways.

Learn more about HBS Online's approach to the case method in the video below, and subscribe to our YouTube channel for more.

HBS Online’s adaptation of the case method incorporates the famed HBS “cold call,” in which you’re called on at random to make a decision without time to prepare.

“Learning came to life!” said Sheneka Balogun , chief administration officer and chief of staff at LeMoyne-Owen College, of her experience taking the Credential of Readiness (CORe) program . “The videos from the professors, the interactive cold calls where you were randomly selected to participate, and the case studies that enhanced and often captured the essence of objectives and learning goals were all embedded in each module. This made learning fun, engaging, and student-friendly.”

If you’re considering taking a course that leverages the case study method, here are five benefits you could experience.

5 Benefits of Learning Through Case Studies

1. take new perspectives.

The case method prompts you to consider a scenario from another person’s perspective. To work through the situation and come up with a solution, you must consider their circumstances, limitations, risk tolerance, stakeholders, resources, and potential consequences to assess how to respond.

Taking on new perspectives not only can help you navigate your own challenges but also others’. Putting yourself in someone else’s situation to understand their motivations and needs can go a long way when collaborating with stakeholders.

2. Hone Your Decision-Making Skills

Another skill you can build is the ability to make decisions effectively . The case study method forces you to use limited information to decide how to handle a problem—just like in the real world.

Throughout your career, you’ll need to make difficult decisions with incomplete or imperfect information—and sometimes, you won’t feel qualified to do so. Learning through the case method allows you to practice this skill in a low-stakes environment. When facing a real challenge, you’ll be better prepared to think quickly, collaborate with others, and present and defend your solution.

3. Become More Open-Minded

As you collaborate with peers on responses, it becomes clear that not everyone solves problems the same way. Exposing yourself to various approaches and perspectives can help you become a more open-minded professional.

When you’re part of a diverse group of learners from around the world, your experiences, cultures, and backgrounds contribute to a range of opinions on each case.

On the HBS Online course platform, you’re prompted to view and comment on others’ responses, and discussion is encouraged. This practice of considering others’ perspectives can make you more receptive in your career.

“You’d be surprised at how much you can learn from your peers,” said Ratnaditya Jonnalagadda , a software engineer who took CORe.

In addition to interacting with peers in the course platform, Jonnalagadda was part of the HBS Online Community , where he networked with other professionals and continued discussions sparked by course content.

“You get to understand your peers better, and students share examples of businesses implementing a concept from a module you just learned,” Jonnalagadda said. “It’s a very good way to cement the concepts in one's mind.”

4. Enhance Your Curiosity

One byproduct of taking on different perspectives is that it enables you to picture yourself in various roles, industries, and business functions.

“Each case offers an opportunity for students to see what resonates with them, what excites them, what bores them, which role they could imagine inhabiting in their careers,” says former HBS Dean Nitin Nohria in the Harvard Business Review . “Cases stimulate curiosity about the range of opportunities in the world and the many ways that students can make a difference as leaders.”

Through the case method, you can “try on” roles you may not have considered and feel more prepared to change or advance your career .

5. Build Your Self-Confidence

Finally, learning through the case study method can build your confidence. Each time you assume a business leader’s perspective, aim to solve a new challenge, and express and defend your opinions and decisions to peers, you prepare to do the same in your career.

According to a 2022 City Square Associates survey , 84 percent of HBS Online learners report feeling more confident making business decisions after taking a course.

“Self-confidence is difficult to teach or coach, but the case study method seems to instill it in people,” Nohria says in the Harvard Business Review . “There may well be other ways of learning these meta-skills, such as the repeated experience gained through practice or guidance from a gifted coach. However, under the direction of a masterful teacher, the case method can engage students and help them develop powerful meta-skills like no other form of teaching.”

How to Experience the Case Study Method

If the case method seems like a good fit for your learning style, experience it for yourself by taking an HBS Online course. Offerings span eight subject areas, including:

• Business essentials
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No matter which course or credential program you choose, you’ll examine case studies from real business professionals, work through their challenges alongside peers, and gain valuable insights to apply to your career.

Are you interested in discovering how HBS Online can help advance your career? Explore our course catalog and download our free guide —complete with interactive workbook sections—to determine if online learning is right for you and which course to take.

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Home » Blog » Learning Objectives: How to Write, Types and Examples

Learning Objectives: How to Write, Types and Examples

For students, learning objectives provide an overview of the key points and main building blocks covered in a topic.

Skillshub’s experience in the academic and corporate world shows that having established learning objectives can help to improve engagement, motivation, and results.

As a thought leader in the field of educational objectives, we believe there are several types and structures of learning objectives you should consider when planning a course or lesson.

In this article, we’ll look at how to write learning objectives effectively, different types of learning objectives, and provide some example objectives to help you get started.

What are Learning Objectives?

Before we cover the details of writing learning objectives, it’s important to understand what they are and why having them is essential.

Learning objectives provide an overview of the topics covered in a course or lesson and allow everyone involved—teachers, students, and even administrators—to have a shared understanding of the goals for any given session.

In simple terms, learning objectives:

• Outline what students should be able to do after completing the lesson
• Provide a shared understanding of the topics covered in a course or lesson
• Help teachers plan and assess learning activities
• Allow administrators to monitor student progress
• Make it easier for students to review key material

Essentially, learning objectives provide a framework that benefits everyone involved in the learning process.

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What’s the difference between a learning objective and a learning outcome.

Learning outcomes and learning objectives are superficially similar, as in both cases, the two terms are used to describe what students should be able to do after completing a course or lesson.

However, there is an essential distinction between the two.

A learning objective refers specifically to the topics that will be covered during a lesson/course. Learning outcomes, on the other hand, look beyond mere knowledge and provide evaluations on how well students can apply what they’ve learned.

For instance, a learning objective may be to “understand the components of the water cycle”. A learning outcome related to this might be to “identify ways in which humans are impacting the global water cycle.”

The learning objective here defines how the lesson or course should be structured, while the learning outcome provides an evaluation of how well students understand and can apply what they have learned.

Benefits of Well-Written Learning Objectives

Now that you’ve got a clearer understanding of what learning objectives are and how they differ from learning outcomes, let’s take a look at the benefits of having well-crafted learning objectives in place.

There is a wide range of material benefits associated with creating and leveraging learning objectives, including:

Improved lesson and course planning

A clearly stated learning objective provides the basis for lesson and course planning. Well-written objectives help teachers identify not only the topics that need to be covered, but also the resources (e.g., books or videos) needed to cover them effectively.

Improved assessment

Having established learning objectives in place helps teachers create assessments which accurately evaluate student understanding of any given topic.

Teachers can use learning objectives to create quizzes, tests, and other assessments to accurately evaluate student knowledge.

Improved student understanding

Clear learning objectives are helpful for students in a number of ways.

For instance, having an overview of the topics covered in a lesson or course can help students track their progress more effectively and identify areas which may need review.

Furthermore, having objectives in place can help reduce the cognitive load associated with learning new topics, allowing students to focus more on their understanding of a subject rather than worrying about what needs to be done next.

Increased student engagement

Having established learning objectives in place can help keep students and employees engaged during lessons and lectures.

When students have a clear understanding of the topics covered, it becomes easier for them to follow along with the lesson plan and stay focused on the topic at hand.

Furthermore, providing objectives can motivate students by setting out specific goals they should be working towards.

More effective communication between teachers, students, and administrators

A shared understanding of learning objectives helps to ensure effective communication between all stakeholders in the educational process.

Teachers can use objectives to effectively communicate expectations with students, while administrators can use them to monitor student progress.

Having established learning objectives also makes it easier for teachers and administrators to identify potential issues or areas in which students may need additional support.

A better focus on the topics covered in a given course or lesson

Finally, having learning objectives in place helps to ensure that all stakeholders are focusing on the topics covered in a lesson or course.

Objectives set out specific goals which everyone should be working towards and help to keep discussions focused.

By providing an overview of the topics covered, learning objectives can also help teachers identify areas which need further exploration or review.

Overall, having clear learning objectives can help to improve results by providing everyone involved with a shared understanding of the goals of any given lesson or course.

How to Write Effective Learning Objectives

While the basic idea of learning objectives is simple, the act of creating effective learning objectives requires a bit more thought and consideration.

Let’s take a look at some tips to help you craft practical learning objectives:

Understanding the ABCD Model

The ABCD model provides a foundation for creating effective learning objectives.

The ABCD stands for:

The Audience portion of the ABCD model refers to whom the objective is intended for. The intended audience for any learning objective should modify the content and language used in the objective.

For instance, objectives for younger students may need to be simplified or contain more visual aids, whereas objectives for adult learners can assume a higher level of knowledge and use more sophisticated language.

The Behaviour associated with the ABCD model refers to what type of action should be taken by the audience in question.

This could include analytical thinking, problem-solving, writing, or any other behaviour which is relevant to the topic being covered.

The type of behaviour should be specific and clearly defined in order for it to be effectively measured.

The Condition portion of the model refers to what context or circumstances will have an impact on how the objective is achieved.

For instance, a learning objective may require students to solve a problem in a particular way (e.g., without using a calculator).

The condition portion of the ABCD model ensures that any necessary qualifications are taken into account when crafting an objective.

The Degree portion of the ABCD model refers to how successful students should be in order to achieve the learning objective.

This can include anything from basic understanding to complete mastery of the topic in question.

The degree should be clearly specified so that it can be effectively measured when assessing student performance.

Putting it all together

In other words, learning objectives should provide a description of who is being taught, what they should be able to do afterwards, the conditions under which this can be achieved, and how well it must be done.

Using the ABCD model provides an accessible framework that specific learning objectives can be crafted around.

Breaking Down the Process

To help you master the process of creating effective learning objectives, we’ve broken down the process into four steps:

Identify your audience

When crafting learning objectives, it’s important to consider who the objective is intended for. Identifying the intended audience will inform the language and content used in crafting the objective.

Specify desired learner behaviour

Having a specific behaviour in mind will help you create a practical learning objective. Consider which behaviours are necessary for learners to master the topic, and strive to ensure that the objectives reflect these behaviours.

Determine the conditions and constraints

The conditions and constraints surrounding the learning objective should be made explicit. This includes any qualifications or stipulations which must be met in order for learners to achieve the objective.

It should also consider any possible constraints or limitations that may impact how the objective is achieved. These constraints could include time or resource limitations, for example.

Define the degree of success desired

Finally, you should determine how successful learners must be in order to achieve the objective. This could include understanding basic concepts or mastering all aspects of a topic.

By defining the degree of success desired, it will be easier to measure whether learners have achieved the objective.

The degree should be specific and measurable in order for learners to effectively work towards it. This could include anything from basic understanding to complete mastery of the topic in question.

Taking a step-by-step process

By taking a step-by-step approach to creating practical learning objectives, it will be easier to ensure that the desired outcome is achieved.

Ideally, any learning objective should contain all of the necessary information to help learners understand what they need to do in order to succeed.

To achieve this, you should start by outlining what the learner needs to do in a clear and concise manner.

Then, break down each step into more detailed tasks to ensure that all necessary aspects of the objective are included. This could include defining any qualifications or constraints which may impact the completion of the task.

Finally, consider how successful learners must be in order to achieve the task set out in the learning objectives. This should be measurable so that learners can effectively work towards it and track their progress.

By taking a step-by-step approach to writing learning objectives, you will be able to ensure that the desired outcomes are achieved for each lesson or course.

Types of Learning Objectives

There are three primary types of learning objectives that can be used as the basis for crafting your own practical learning objectives.

Using these archetypes along with the ABCD model will help to ensure that your objectives are specific, measurable, and achievable.

Knowledge-based Objectives

Knowledge-based objectives are used to measure the learner’s understanding of a particular concept.

This type of objective should focus on testing the learner’s knowledge and comprehension in order to assess their level of understanding.

A good example of a knowledge-based objective would be:

“The learner will be able to explain the process of photosynthesis in at least three sentences.”

Skill-based Objectives

Skill-based objectives are used to assess the learner’s ability to apply their understanding of a concept.

This type of objective should focus on testing the learner’s ability to use the knowledge they have acquired in order to complete a task.

A good example of a skill-based objective would be:

“The learner will be able to apply the principles of photosynthesis to solve a problem.”

Attitude-based Objectives

Attitude-based objectives are used to assess the learner’s attitude towards the concept.

This type of objective should focus on testing the learner’s ability to think critically about a concept and their willingness to apply this knowledge in real-world situations.

A good example of an attitude-based objective would be:

“The learner will be able to demonstrate an understanding of photosynthesis and its implications for sustainability.”

Learning Objectives Examples

To help make the process of crafting practical learning objectives easier, here are some examples you can use as a reference point.

Knowledge-Based Objectives Examples

“The learner will be able to list the three main components of photosynthesis and explain their role in the process.”

“The learner will be able to identify the five primary sources of energy used in photosynthesis and explain how they are utilised.”

Skill-Based Objectives Examples

“The learner will be able to apply their knowledge of photosynthesis to construct a model demonstrating the process.”

“The learner will be able to use the principles of photosynthesis to design an experiment that tests one of its aspects. “

Attitude-Based Objectives Examples

“The learner will be able to discuss the implications of photosynthesis on climate change and how it can help reduce negative impacts.”

“The learner will demonstrate an understanding of the importance of photosynthesis for our environment and its impact on sustainability.”

Best Practices for Writing Learning Objectives

While writing learning objectives can be challenging, the good news is that there is established best practice for crafting effective and practical learning objectives.

By following these guidelines, you will be able to ensure that your learning objectives are clear, achievable, and useful.

Make your Objectives Specific and Measurable

Good learning objectives are specific and should clearly indicate what the learner needs to accomplish to achieve the desired outcome. They should also be measurable so that it is evident when the learner has achieved them.

Use Action Verbs

Action verbs should be used in the learning objectives to indicate what the learner will do. This will make it clear to both the trainer and the learners what is expected of them.

Action verbs include:

• Understand • Identify • Demonstrate • Apply

Consider the Level of Difficulty

Before writing the learning objective, you should consider the difficulty level appropriate for the learners. The degree of difficulty should be challenging but also achievable so that learners can successfully work towards it.

Align objectives with the overall learning goals

Learning objectives should be aligned with the overall learning goals of the course or lesson. This will ensure that all objectives contribute towards achieving the desired outcome for the learners.

Turning Learning Objectives into Training Objectives

While learning objectives are most commonly used in educational settings to help guide the learning process, they can also be used as a basis for creating training objectives.

Training objectives should focus on the desired outcomes from the training activity and use similar language and structure as learning objectives.

The critical difference is that the focus will be more on how to best achieve these outcomes rather than what needs to be learned.

Some strategies for turning objectives into training objectives include:

• Focus on how to effectively apply the knowledge or skills acquired from the learning activity.
• Consider how best to facilitate the transfer of this knowledge or skill so that learners can use it in their professional lives. Make sure the objective is measurable and achievable.

An example of a training objective derived from a learning objective is:

Learning Objective: “The learner will be able to identify the five primary sources of energy used in photosynthesis and explain how they are utilised.”

Training Objective: “The learners will understand how to combine different sources of energy to create new products or applications.”

Developing content and assessments that align with objectives

The primary difference between learning and training objectives is that learning objectives focus on knowledge acquisition, whereas training objectives focus on skill development.

Where learning objectives prioritise content that teaches the learner about a specific concept, training objectives focus on developing problem-solving skills that can be applied to real-world scenarios.

When it comes to assessments, learning objectives should align with content and assessments that allow learners to demonstrate their understanding of the material. This could include multiple choice questions, short answer tests, and even practical activities.

By comparison, assessments for training objectives should encourage learners to apply their skills in a practical setting. This could include case studies, simulations, and group activities that allow learners to use the knowledge they have acquired in a problem-solving context.

Assessing and Evaluating Learning Objectives

Once written, learning objectives should not be static and should be reviewed regularly to ensure they are still relevant and achievable. To assess the learning objectives, it is essential to use both formative and summative assessments.

Formative assessments should be used during the learning process to measure progress and help identify any areas where learners may need additional support or guidance. This could include quizzes, tests, or group activities.

On the other hand, summative assessments should be used at the end of the learning process to measure the transfer of learning. These could include essays or presentations that require learners to demonstrate their understanding of the material.

By regularly assessing and evaluating your learning objectives, you can ensure they remain relevant and achievable for all learners. This is particularly true of training objectives where the application of the skills acquired is tested in a practical setting.

Measuring Learning Objectives

The ability to measure learning objectives is essential for assessing the success of a course or lesson. Learning objectives should be measurable to ensure it is evident when learners have met them.

As mentioned, formative assessments should be used during the learning process to help measure progress, while summative assessments should be used to measure how much learners have learned.

Other methods for measuring learning objectives include:

• Pre- and Post-Tests: This involves administering a test or quiz before and after the lesson to measure how much the learners have learned.
• Self-Assessments: Ask learners to reflect on what they have learned at the end of each lesson or session.
• Observation: An observer can be used to watch a learning activity and provide feedback on how well learners are performing.
• Projects: Ask learners to create a project or product at the end of the lesson that demonstrates their understanding of the material.

By using these different methods of measurement, you can ensure that your learning objectives are being met and that learners are gaining the knowledge and skills they need to succeed.

Final Thoughts

Learning objectives are essential for any educational or training setting.

By measuring learning objectives regularly, you can more accurately track the success of your course or lesson and ensure that all learners achieve their desired outcomes.

Skillshub’s innovative eLearning platform makes it easy for trainers to create, measure, and assess learning objectives. With tools like quizzes and assessments, and reporting tools to track progress, Skillshub can help you ensure that all learners are achieving their desired outcomes.

Our professionally designed off-the-shelf courses are also a great way to get started and provide you with all the tools and resources you need to develop engaging and interactive courses.

With our comprehensive suite of e-learning solutions, Skillshub can ensure that your learners have the knowledge and skills they need to succeed.

If you’re looking for an easy and efficient way to create, measure, and assess learning objectives, Skillshub is the perfect platform for you.

As an eLearning company , Skillshub is committed to creating efficient and impactful learning experiences.

Contact us today to find out how we can help you achieve your educational goals.

Sean McPheat

Sean is the CEO of Skillshub. He’s a published author and has been featured on CNN, BBC and ITV as a leading authority in the learning and development industry. Sean is responsible for the vision and strategy at Skillshub, helping to ensure innovation within the company.

Updated on: 11 October, 2023

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How to Write Well-Defined Learning Objectives

Writing effective learning objectives is a necessary skill in academic medicine. Learning objectives are clearly written, specific statements of observable learner behavior or action that can be measured upon completion of an educational activity. They are the foundation for instructional alignment whereby the learning objectives, assessment tools, and instructional methods mutually support the desired learning outcome. This review article describes the essential components of a learning objective and provides practical tips on writing well-defined learning objectives.

Introduction

An anesthesiologist starts his grand rounds presentation on the topic of malignant hyperthermia (MH) with the following learning objectives:

• Understand the pathophysiology of MH.
• Review the clinical presentation of MH.
• Discuss the treatment of MH.
• Become familiar with caffeine-halothane contracture testing for MH.

This list informs the attendees about the topics covered during the presentation. However, do they know what is expected of them when they apply this content in their own clinical practice?

We have all seen learning “objectives” mentioned, such as the ones above, at the beginning of a presentation or workshop. But is what we see actually a learning objective ? Learning objectives are often confused with learning goals; the example above is such a case in point. Learning goals are related to—but different from—learning objectives. A learning goal is a broad statement of an expected learning outcome of a course or curriculum. Learning goals provide a vision for the future and often summarize the intention or topic area of several related learning objectives. Learning objectives are drawn from the learning goals. They are guiding statements for each learning encounter, and they connect intention with reality within the learning experience as well as to the assessment planned. In keeping with the Roman philosopher Lucius Seneca, who said, “If a man knows not to which port he sails, no wind is favorable,” this review article describes the essential components of learning objectives and provides practical tips on writing well-defined learning objectives.

Defining “Learning Objective”

A learning objective is a description of what the learner must be able to do upon completion of an educational activity. A well-written learning objective outlines the knowledge, skills and/or attitude the learners will gain from the educational activity and does so in a measurable way.

An effective learning objective should include the following 5 elements: who, will do, how much or how well, of what, by when. 1 The mnemonic SMART—Specific, Measurable, Attainable, Relevant, and Time-bound—can be used to describe the elements of a well-written learning objective. 2 One example of a SMART objective for an airway conference is: “Upon completion of the difficult airway workshop, participants should be able to formulate an accurate algorithm for the management of an obese adult patient with inadequate face mask ventilation, according to the American Society of Anesthesiologists difficult airway algorithm.”

Practical tips for writing learning objectives are summarized in Table 1 . Since the point of a learning objective is to describe the intended outcome for learning, begin the learning objective with: “Upon completion of this educational activity, learners should be able to . . . .” The next step is to identify the concepts the learners need to learn and how they will demonstrate their understanding. It is recommended that the instructor choose one action verb that is measurable and observable. Verbs such as understand , know , learn , appreciate , believe , be familiar with , comprehend , and so on, are not observable or measurable and should be avoided. Each learning objective must be separate; two actions (such as diagnosis and management ) or topics (such as bronchospasm and hypotension ) must not be combined. It is also important that the action verb identify the level and cognitive domain at which the learner is expected to perform. Bloom's Taxonomy connects the depth of learning with action verbs that may be used when writing learning objectives.

Practical tips for writing effective learning objectives.

Blooms' Taxonomy and Action Verbs

When writing learning objectives, educators leverage Bloom's Taxonomy 3 ( Table 2 ). Bloom's Taxonomy describes 6 levels of hierarchy in the cognitive domain: knowledge, comprehension, application, analysis, synthesis, and evaluation. This taxonomy was revised in 2001 4 ( Figure 1 ). Each level of the hierarchy correlates to action verbs that educators use within learning objectives. To help anesthesia educators apply Bloom's Taxonomy more readily to their own learning, we will briefly review what each level of the hierarchy means to learning.

Original and revised versions of Bloom's Taxonomy (Reprinted with permission from Wilson LO. http://thesecondprinciple.com )

Revised Bloom's Taxonomy of Learning Objectives

(Adapted from http://www.ucdenver.edu/academics/colleges/medicalschool/education/degree_programs/MDProgram/administration/curriculumoffice/Documents/CUSOM_Learning-Objectives-Guidelines.pdf )

Knowledge “involves the recall of specifics and universals, the recall of methods and processes, or the recall of a pattern, structure, or setting.” 3 This category appreciates and distinguishes factual knowledge, conceptual knowledge, procedural knowledge, and metacognitive knowledge as separate elements of “knowledge.” In anesthesia teaching, we frequently use the first 3 types. For example, we provide factual knowledge (eg, lecture to undergraduate medical learners), procedural knowledge (eg, teaching in simulation or during an operation), and conceptual knowledge (eg, case-based learning, principles of anesthesia). Metacognitive knowledge is often applicable when giving feedback to learners; for example, when helping learners understand their competency in communication with patients and families.

Comprehension “refers to a type of understanding or apprehension such that the individual knows what is being communicated and can make use of the material or idea being communicated without necessarily relating it to other material or seeing its fullest implications.” 3 Application refers to the “use of abstractions in particular and concrete situations.” 3 Analysis represents the “breakdown of a communication into its constituent elements or parts such that relative hierarchy of ideas is made clear and/or the relations between ideas expressed are made explicit.” 3 Synthesis involves “putting together of elements and parts so as to form a whole,” 3 and evaluation includes “judgments about the value of material and methods for given purposes.” 3

All educators should make the important connection between the intended learning depth (eg, comprehension) and the action verbs that reflect that intended learning outcome within the learning objective. Action verbs guide the learner about the intended outcome; for example, “critically appraise the evidence related to rapid sequence induction for airway management in pregnant patients.”

Incorporating Bloom's Taxonomy and SMART for Effective Learning Objectives

Both Bloom's Taxonomy and SMART are necessary for writing effective learning objectives that communicate the intention for the learner with the intended learning outcomes. Examples of weak learning objectives and suggestions for better wording, based on incorporating Bloom's Taxonomy and SMART, are listed in Table 3 .

Examples of weak learning objectives and suggestions for SMARTer learning objectives. All of the learning objectives are written for an hour-long grand rounds presentation and begin with “Upon completion of the grand rounds presentation, participants should be able to:”

When faculty are leading sessions on writing SMART objectives, the authors often hear participants challenge that SMART objectives are longer and very detailed—consequently, will learners even follow them? The counterargument is that any objective worded too broadly, with no measurable standard that is attainable and repeatable for the learner in the given time frame, leads to confusion about “what to study” or “what performance is expected.” The value in writing SMART objectives includes helping educators focus and specify what they intend to teach, assess, and offer as feedback for the learner. This shapes the learning session's scope, the method of instruction, and the type and quality of the assessment.

Do Learning Objectives Add Value to Curriculum and Assessment?

For many, writing out the learning objectives appears to be an effort to its own end. However, learning objectives are the foundation for instructional alignment. Instructional alignment means that learning objectives, assessment tools, and instructional methods mutually support the same educational outcome. 5 This is known as the Golden Triangle 5 ( Figure 2 ). Well-defined learning objectives outline the desired outcome for learners, which will help specify the instructional method. For example, if we want the learners to demonstrate correct intubation procedure in a normal adult 100% of the time, we need the instructional method to involve some sort of hands-on experience so that learners can demonstrate their skills. In contrast, if the teacher lectures about correct intubation without the opportunity for learners to complete hands-on skills, the learning activity is not aligned with the stated learning objective.

Instructional alignment of learning objectives, assessment and instructional methods.

Likewise, learning objectives guide the assessment method. Taking the above example: If the objective is for learners to be 100% successful in normal adult intubation, assessing their skill using a written exam would misalign the objective and assessment method. As educators, we would miss the accuracy of the skill! Instead, the assessment method needs hands-on performance.

Constructive alignment underscores what learning objectives contribute towards achieving the intended educational outcomes. Learning objectives also contribute to shaping expectations, preparing learners for the educational activity and the standard by which their performance will be measured; the objectives also define faculty and learner responsibilities towards achieving the intended learning outcomes. Learning objectives may also guide teaching, by defining and limiting content or activities.

Are SMART Learning Objectives a Required Component of Medical Education?

Learning objectives are a required component in the planning of all medical education curricula. At the undergraduate level, the Liaison Committee on Medical Education (LCME) requires that “the faculty of a medical school define its medical education program objectives in outcome-based terms that allow the assessment of medical student's progress in developing the competencies that the profession and the public expect of a physician.” 6 At the graduate medical education level, one of the common program requirements from the Accreditation Council on Graduate Medical Education (ACGME) states that each program must distribute competency-based goals and objectives for each assignment at every educational level. 7 Even for continuing medical education (CME), both the American Medical Association (AMA) and Accreditation Council for Continuing Medical Education (ACCME) require that a CME activity has learning objectives to qualify for category 1 credit. 8 Consequently, writing effective learning objectives is a core skill that every academic anesthesiologist should master.

Writing effective learning objectives is a necessary skill in academic medicine. Well-defined learning objectives describe what the learner must be able to achieve upon completion of the educational activity. Bloom's Taxonomy and SMART are two tools that educators may leverage towards writing learning objectives that effectively relate the intended outcomes to the learners, simultaneously setting up the educators to successfully attain the learning outcomes within the time and resources provided. The successful academic anesthesiologist can align the instructional method, assessment, and intended learning outcome by using SMART learning objectives rather than learning goals. In closing, we revisit the learning goals in the opening anecdote of this review article.

Upon completion of the grand rounds presentation, participants will be able to:

• Describe at least 3 intracellular mechanisms within the muscle cells during an episode of malignant hyperthermia (MH). The description must include: unregulated calcium release from sarcoplasmic reticulum, sustained muscle contractures, and the resulting hypermetabolic response.
• Relate the 4 most common clinical signs of MH (hypercarbia, tachycardia/tachypnea, generalized muscle rigidity, and hyperthermia) to the underlying physiological mechanisms in the muscle cells.
• Summarize, in order, the critical steps in the intraoperative management of an MH crisis according to recommendations from the Malignant Hyperthermia Association of the United States.
• Formulate an anesthetic plan for management of a MH-susceptible patient that must include the use of: non-triggering anesthetic agents, monitoring for signs of MH, and preparedness to treat acute MH.
• Critically appraise the role of caffeinehalothane testing for MH including indications, location, sensitivity, and specificity.

rrh: Learning Objectives

Financial Disclosures: None.

Conflicts of Interest: None.

Author Contributions: Debnath Chatterjee, MD, wrote the manuscript and reviewed the final draft before submission. Janet Corral, PhD, reviewed the initial and final draft and contributed to the content.

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10 Examples of SMART Learning Objectives

September 8, 2022

Darcy Dario

Start training your teams today.

If you’re a leader, goals need to be set not only for yourself but also for your team members. Sometimes, it can be difficult to know where to start when setting these SMART goals for professional development.

That’s why we’ve compiled a list of examples of SMART learning objectives, so you can clearly and concisely formulate your goals for success.

How do you write a smart learning objective?

To write a SMART learning objective, it should be Specific, Measurable, Achievable, Relevant, and Time-bound. Start by clearly defining the specific skill or knowledge you want to acquire, then make sure it's measurable by specifying how you’ll assess your progress or achievement.

Make it achievable by setting a realistic goal that can be accomplished. You should also guarantee its relevance to your overall goals and the context in which you’re learning.

Lastly, set a specific time frame for when you aim to achieve this goal to give you a sense of urgency and focus on your learning efforts.

SC Training (formerly EdApp) also has courses that are helpful for enhancing your overall learning experience. Check out the Future of Learning and the Learn and Apply leadership courses to know more!

1. Increase course completion rates (Learning & Development)

Let’s say you want to develop a training course for your employees. This course can be taken by new hires, interns, contractual workers, or long-term employees. But, how do you check that your learners have completed their training? With completion rates, of course. This example of objectives and goals shows how many of your learners successfully finish a course they’re enrolled in. But what are SMART objectives examples? Here’s an example of SMART learning objectives for reaching certain completion rates on your courses through SMART goal setting: 

• Specific: Increase course completion rates by 80%.
• Measurable: In a four-part course, learners should be able to complete at least 3-4 lessons. 
• Achievable: Make lessons easy to complete in around 5-10 minutes. 
• Relevant: Focus on a particular skill that needs to be developed among the team the most. 
• Time-bound: Achieve the goal in two months. 

If you don’t have a company training software for blended training yet, then consider using SC Training (formerly EdApp). On this platform, you can create courses, conduct instructor-led training, track progress, and more. This training app is filled with features that encourage learners to engage with their learning more often, such as quizzes, interactive lesson slides, and games.

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2. Improve service times (Food Service Management)

This example of SMART learning objectives is for those working in the food service management industry. Let’s say you want to improve kitchen performance, such as food quality and preparation speed. To achieve that, you can set a goal to have food served within 25 minutes of receiving the orders, and then set out SMART learning objectives to guide you and your staff: 

• Specific: Improve service times to be within 20 minutes. 
• Measurable: Feedback forms and service tickets should reflect fast and positive service experiences. 
• Achievable: Make service lines organized. 
• Relevant: Faster service can lead to higher customer satisfaction rates and more returning customers.
• Time-bound: Performance should be improved within five weeks. 

Assess your employees’ skills on the job, check attendance, and track their training progress using SC Training (formerly EdApp)'s Practical Assessments and Group Training features. With these tools, you can say goodbye to paper checklists or spreadsheets and say hello to digital dashboards and graphs.

3. Run tests biweekly (Software Development)

Working in software development isn’t easy. There are always deadlines to meet and tests to conduct. It’s important to have SMART Learning Objectives so that your software development and management can run smoothly. Let’s say this time around you and your team decides to use the Agile methodology to develop your software. Together, you came up with these objectives: 

• Specific: Run tests every two weeks and have a quality passing rate of 90% for your software at each iteration.
• Measurable: Measure this against previous tests and other relevant metrics.
• Achievable: Reach your goal with the help of your best practices and other tried and true methods.
• Relevant: It can increase feedback opportunities, reduce risks, support rapid development, and promote collaboration with Agile.
• Time-bound: Each iteration lasts two weeks. 

Agile is used in project management and in learning & development , but it really sees its use in software development. Apply Agile to your processes and get your software to the state that it needs to be in no time.  

4. Increase shares by 10% (Market Share)

Let’s say you want to test some tactics to increase the market share of your company to achieve more sustainable growth. Using the SMART method, SMART education, and some measurable goals sample, you can easily come up with the outcome objective examples and measurable goals necessary to do just that:

• Specific: Decide on the product lines and regions with which you’ll work to increase your market share by 10%.
• Measurable: Keep up your development on a regular basis based on the number of new clients and expansion in both old and new markets.
• Achievable: Your market share increased by 8% last year. Therefore, 10% should be doable.
• Relevant: It’s a worthwhile goal that’s crucial to your company’s success in the future.
• Time-bound: Set a one-year deadline for this objective.

5. Bring in additional accounts (Sales)

If you’re working as a B2B salesperson, you’re always looking for new customers as part of your business goal or example of an objective. For example, you want to pull in 10 new accounts over the next six months as part of your business objectives. This is how you do effective SMART goal setting through an example of a SMART goal for work: 

• Specific: Bring in 10 new accounts to your business
• Measurable: Calculate the number of presentations, pitches, and warm leads you need to make this happen.
• Achievable: At the same time last year, you brought in nine clients. Your business, network, and audience have expanded since then. 
• Relevant: Management and the rest of your sales team can contribute in a relevant and significant way to the company as a whole.
• Time-bound: Monitor your progress every two weeks and make necessary adjustments to your budget, workforce, and continuity plans. Within six months, the SMART learning objective should be accomplished.

6. Customer satisfaction rate (Customer Support)

Working in customer support, you should always strive to keep customers informed and satisfied by solving their problems and concerns as soon as possible. By setting a SMART goal measurable example for professionals and individual objectives examples for your customer support team, you can continue to keep customers happy while using your product or service. Here is an example of SMART learning objectives in customer support: 

• Specific: Achieve a customer satisfaction rate of 90%.
• Measurable: Past recorded calls, emails, and live interactions can better inform you of your customers’ feelings and problems regarding your product or service.
• Achievable: You reached a customer satisfaction rate of 85% last quarter. It’s reasonable to expect a rate of 90% for the next quarter.
• Relevant: Satisfied customers are customers that will continue to use your product or service, and your customer support teams will think that their role in your company is significant.
• Time-bound: Improved satisfaction rates should be reached by the end of the quarter.

7. Increase SEO traffic (Digital Marketing)

For the modern marketer, digital marketing and social media marketing are becoming more significant sources of traffic for businesses. A good SEO company can help you improve your website's ranking in search engines, which can lead to more traffic and leads. Let’s say your company wants to drastically increase search engine optimization (SEO) traffic and high-quality, relevant backlinks over the next six months. This goal is quantifiable and can be formulated in a SMART goal list: 

• Specific: Increase your SEO traffic by 10%.
• Measurable: Use analytics tools like Google Analytics or Ahrefs.
• Achievable: Market research shows that a 10% increase is possible and increased organic traffic can lead to more leads.
• Relevant: This goal is relevant to your wider business goals. 
• Time-bound: The additional traffic should be generated within six months.

8. Getting certified (Individual Performance)

Sometimes we should set goals for ourselves to improve our own skills and also for achieving performance. In this case, you want to finish a certificate course in one month which is doable and realistic. Writing down your learning goals outline in SMART language can help you better visualize your plan of action:

• Specific: Finish a self-paced certificate course in one month.
• Measurable: Base your learning speed on previous learning experiences.
• Achievable: You previously finished another course in 90 days at a leisurely pace, so it’s reasonable to believe that you can finish courses even faster if you put in more time and effort.
• Relevant: Investing in oneself is always a good thing. It can lead to career growth and other types of opportunities.
• Time-bound: Give yourself a firm deadline of one month. 

9. Increase attendance for events (HR Services)

For instance, you want to increase the number of employees attending company events and team-building sessions. So, you’d want at least 50 employees to show up at the next employee Christmas party. Here is one way you can word your objectives in SMART terms and start your goal setting process:

• Specific: Have 50 employees come and enjoy this year’s Christmas Party.
• Measurable: Send out forms to your employees to gauge interest in your event.
• Achievable: With your growing business and team, it’s reasonable to expect that at least 50 people can come this year.
• Relevant: Having events is important for company culture and employee satisfaction.
• Time-bound: Planning should last for one month.

10. Protect company systems (IT services)

The last example of SMART learning objectives is for the IT services industry. For example, you want to make sure your company’s systems and tools are secure from cyber attacks or threats. While employees can take cyber security courses to become more aware of the methods they can take to protect themselves, your IT services department can take this further. Here’s a way to present your objectives using the SMART technique: 

• Specific: Update cyber security measures of gadgets and systems in four weeks.
• Measurable: Track each gadget and system in your company’s database.
• Achievable: Four weeks is a very doable deadline.
• Relevant: Protecting your company’s data, information, and other important files safe from phishing or hacking is relevant to running a business.
• Time-bound: This goal should be accomplished in four weeks.

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Darcy is a learning expert at SC Training (formerly EdApp), a mobile-based training platform that helps businesses bring their training solutions to the next level with democratized learning. She has a background in content writing and specializes in eLearning and global communications. When she’s not writing SEO-optimized content, she’s trying to finish her video game backlog.

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16 Team Building Case Studies and Training Case Studies

From corporate groups to remote employees and everything in between, the key to a strong business is creating a close-knit team. in this comprehensive case study, we look at how real-world organizations benefited from team building, training, and coaching programs tailored to their exact needs.  .

Updated: December 21, 2021

We’re big believers in the benefits of  team building ,  training and development , and  coaching and consulting  programs. That’s why our passion for helping teams achieve their goals is at the core of everything we do.

At Outback Team Building & Training,  our brand promis e  is  to be  recommended , flexible,  and  fast.  Because we understand that when it comes to building a stronger and more close-knit team, there’s no one-size-fits-all formula. Each of our customers have a unique set of challenges, goals, and definitions of success. 

And they look to us to support them in three key ways:  making their lives easy by taking on the complexities of organizing a team building or training event; acting fast so that they can get their event planned and refocus on all the other tasks they have on their plates, and giving them the confidence that they’ll get an event their team will benefit from – and enjoy.

In this definitive team building case study , we’ll do a deep dive into real-world solutions we provided for our customers.

4 Unique Team Building Events & Training Programs Custom-Tailored for Customer Needs 

1. a custom charity event for the bill & melinda gates foundation  , 2. how principia built a stronger company culture even with its remote employees working hundreds of miles apart , 3. custom change management program for the royal canadian mint, 4. greenfield global uses express team building to boost morale and camaraderie during a challenging project, 5 virtual team building activities to help remote teams reconnect, 1. how myzone used virtual team building to boost employee morale during covid-19, 2. americorps equips 90 temporary staff members for success with midyear virtual group training sessions, 3. how microsoft’s azure team used virtual team building to lift spirits during the covid-19 pandemic, 4. helping the indiana cpa society host a virtual team building activity that even the most “zoom fatigued” guests would love, 5. stemcell brightens up the holiday season for its cross-departmental team with a virtually-hosted team building activity, 3 momentum-driving events for legacy customers, 1. how a satellite employee “garnered the reputation” as her team’s pro event planner, 2. why plentyoffish continues to choose ‘the amazing race’ for their company retreat, 3. how team building helped microsoft employees donate a truckload of food, 4 successful activities executed on extremely tight timelines, 1. finding a last-minute activity over a holiday, 2. from inquiry to custom call in under 30 minutes, 3. a perfect group activity organized in one business day, 4. delivering team building for charity in under one week.

We know that every team has different needs and goals which is why we are adept at being flexible and have mastered the craft of creating custom events for any specifications.  

When the  Seattle, Washington -based head office of the Bill & Melinda Gates Foundation – a world-renowned philanthropic organization – approached us in search of a unique charity event, we knew we needed to deliver something epic. Understanding that their team had effectively done it all when it comes to charity events, it was important for them to be able to get together as a team and give back  in new ways .

Our team decided the best way to do this was to create a brand-new event for the Bill & Melinda Gates Foundation which had never been executed before. We created an entirely new charitable event – Bookworm Builders – for them and their team loved it! It allowed them to give back to their community, collaborate, get creative, and work together for a common goal. Bookworm Builders has since gone on to become a staple activity for tons of other Outback Team Building & Training customers! 

To learn more about how it all came together, read the case study:  A Custom Charity Event for the Bill & Melinda Gates Foundation .

Who said hosting an impactful training program means having your full team in the same place at the same time? Principia refused to let distance prevent them from having a great team, so they contacted us to help them find a solution. Their goals were to find better ways of working together and to create a closer-knit company culture among their 20 employees and contractors living in various parts of the country. 

We worked with Principia to host an  Emotional Intelligence  skill development training event customized to work perfectly for their remote team. The result was a massive positive impact for the company. They found they experienced improved employee alignment with a focus on company culture, as well as more emotionally aware and positive day-to-day interactions. In fact, the team made a 100% unanimous decision to bring back Outback for additional training sessions.

To learn more about this unique situation, read the full case study:  How Principia Built a Stronger Company Culture Even with its Remote Employees Working Hundreds of Miles Apart .

We know that employee training that is tailored to your organization can make the difference between an effective program and a waste of company time. That’s why our team jumped at the opportunity to facilitate a series of custom development sessions to help the Royal Canadian Mint discover the tools they needed to manage a large change within their organization. 

We hosted three custom sessions to help the organization recognize the changes that needed to be made, gain the necessary skills to effectively manage the change, and define a strategy to implement the change: 

• Session One:  The first session was held in November and focused on preparing over 65 employees for change within the company. 
• Session Two:  In December, the Mint’s leadership team participated in a program that provided the skills and mindset required to lead employees through change. 
• Session Three:  The final session in February provided another group of 65 employees with guidance on how to implement the change. 

To learn more, read the full case study:  Custom Change Management Program for the Royal Canadian Mint .

When Greenfield Global gathered a team of its A-Players to undertake a massive, challenging project, they knew it was important to build rapports among colleagues, encourage collaboration, and have some fun together.

So, we helped them host an Express Clue Murder Mystery event where their team used their unique individual strengths and problem-solving approaches in order to collaboratively solve challenges.

To learn more, read the full case study:  Greenfield Global Uses Express Team Building to Boost Morale and Camaraderie During a Challenging Project .

When the COVID-19 pandemic struck, we were proud to be able to continue supporting our customers’ goals with virtual team building activities and group training sessions.

With remote work being mandated as self-quarantine requirements are enforced on a global scale, companies began seeking ways to keep their newly-remote teams engaged and ensure morale remained as high as possible.

And MyZone was no exception. When the company found themselves feeling the effects of low employee morale and engagement, they noticed a decrease in productivity and motivation.

To make matters even more difficult, MyZone’s team works remotely with employees all over the world. This physical distancing makes it challenging for them to build a strong rapport, reinforce team dynamics, and boost morale and engagement.

The company was actively searching for an activity to help bring their employees closer together during this challenging time but kept running into a consistent issue: the majority of the team building activities they could find were meant to be done in person.

They reached out to Outback Team Building and Training and we were able to help them achieve their goals with a Virtual Clue Murder Mystery team building activity.

AmeriCorps members are dedicated to relieving the suffering of those who have been impacted by natural disasters. And to do so, they rely on the support of a team of temporary staff members who work one-year terms with the organization. These staff focus on disseminating emergency preparedness information and even providing immediate assistance to victims of a disaster.

During its annual midyear training period, AmeriCorps gathers its entire team of temporary staff for a week of professional development seminars aimed at both helping them during their term with the company as well as equipping them with skills they can use when they leave AmeriCorps.

But when the COVID-19 pandemic got underway, AmeriCorps was forced to quickly re-evaluate the feasibility of its midyear training sessions.

That’s when they reached out to Outback. Rather than having to cancel their midyear training entirely, we were able to help them achieve their desired results with four virtual group training sessions: Clear Communication ,  Performance Management Fundamentals ,  Emotional Intelligence , and  Practical Time Management .

Find all the details in the full case study: AmeriCorps Equips 90 Temporary Staff Members for Success with Midyear Virtual Training Sessions.

With the COVID-19 pandemic taking a significant toll on the morale of its employees, Microsoft’s Azure team knew they were overdue for an uplifting event.

It was critical for their team building event to help staff reconnect and reengage with one another. But since the team was working remotely, the activity needed to be hosted virtually and still be fun, engaging, and light-hearted.

When they reached out to Outback Team Building and Training, we discussed the team’s goals and quickly identified a Virtual Clue Murder Mystery as the perfect activity to help their team get together online and have some fun together.

For more information, check out the entire case study: How Microsoft’s Azure Team Used Virtual Team Building to Lift Spirits During the COVID-19 Pandemic.

The Indiana CPA Society is the go-to resource for the state’s certified public accountants. The organization supports CPAs with everything from continuing education to networking events and even advocacy or potential legislation issues that could affect them.

But as the time approached for one of INCPAS’ annual Thanksgiving event, the Indiana CPA Society’s Social Committee needed to plan a modified, pandemic-friendly event for a group of people who were burnt out my online meetings and experiencing Zoom fatigue.

So, we helped the team with a Self-Hosted Virtual Code Break team building activity that INCPAS staff loved so much, the organization decided to host a second event for its Young Pros and volunteers.

For INCPAS’ Social Committee, the pressure to put on an event that everyone will enjoy is something that’s always on their mind when planning out activities. And their event lived up to their hopes.

For more information, check out the entire case study: Helping the Indiana CPA Society Host a Virtual Team Building Activity That Even the Most “Zoom Fatigued” Guests Would Love .

When Stemcell was looking for a way to celebrate the holidays, lift its team members’ spirits, and help connect cross-departmental teams during the pandemic, they contacted us to help host the perfect team building activity.

They tasked us with finding an event that would help team members connect, get in the holiday spirit, and learn more about the business from one another during the midst of a stressful and challenging time.

So, we helped them host a festive, virtually-hosted Holiday Hijinks team building activity for employees from across the company.

For more information, check out the entire case study: Stemcell Brightens Up the Holiday Season for its Cross-Departmental Team with a Virtually-Hosted Team Building Activity .

We take pride in being recommended by more than 14,000 corporate groups because it means that we’ve earned their trust through delivering impactful results.

We’ve been in this business for a long time, and we know that not everybody who’s planning a corporate event is a professional event planner. But no matter if it’s their first time planning an event or their tenth, we  love  to help make our customers look good in front of their team. And when an employee at Satellite Healthcare was tasked with planning a team building event for 15 of her colleagues, she reached out to us – and we set out to do just that!

Our customer needed a collaborative activity that would help a diverse group of participants get to know each other, take her little to no time to plan, and would resonate with the entire group.

With that in mind, we helped her facilitate a  Military Support Mission . The event was a huge success and her colleagues loved it. In fact, she has now garnered a reputation as the team member who knows how to put together an awesome team building event.

To learn more, read the case study here:  How a Satellite Employee “Garnered the Reputation” as Her Team’s Pro Event Planner .

In 2013, international dating service POF (formerly known as PlentyOfFish) reached out to us in search of an exciting outdoor team building activity that they could easily put to work at their annual retreat in  Whistler, B.C . An innovative and creative company, they were in search of an activity that could help their 60 staff get to know each other better. They also wanted the event to be hosted so that they could sit back and enjoy the fun.

The solution? We helped them host their first-ever  Amazing Race  team building event.

Our event was so successful that POF has now hosted The Amazing Race at their annual retreat for  five consecutive years .

To learn more, check out our full case study:  Why PlentyOfFish Continues to Choose ‘The Amazing Race’ for Their Company Retreat .

As one of our longest-standing and most frequent collaborators, we know that Microsoft is always in search of new and innovative ways to bring their teams closer together. With a well-known reputation for being avid advocates of corporate social responsibility, Microsoft challenged us with putting together a charitable team building activity that would help their team bond outside the office and would be equal parts fun, interactive, and philanthropic. 

We analyzed which of our six charitable team building activities would be the best fit for their needs, and we landed on the perfect one: End-Hunger Games. In this event, the Microsoft team broke out into small groups, tackled challenges like relay races and target practice, and earned points in the form of non-perishable food items. Then, they used their cans and boxes of food to try and build the most impressive structure possible in a final, collaborative contest. As a result, they were able to donate a truckload of goods to the local food bank.

For more details, check out the comprehensive case study:  How Team Building Helped Microsoft Employees Donate a Truckload of Food .

Time isn’t always a luxury that’s available to our customers when it comes to planning a great team activity which is why we make sure we are fast, agile, and can accommodate any timeline. 

Nothing dampens your enjoyment of a holiday more than having to worry about work – even if it’s something fun like a team building event. But for one T-Mobile employee, this was shaping up to be the case. That’s because, on the day before the holiday weekend, she found out that she needed to organize a last-minute activity for the day after July Fourth. 

So, she reached out to Outback Team Building & Training to see if there was anything we could do to help – in less than three business days. We were happy to be able to help offer her some peace of mind over her holiday weekend by recommending a quick and easy solution: a  Code Break  team building activity. It was ready to go in less than three days, the activity organized was stress-free during her Fourth of July weekend, and, most importantly, all employees had a great experience. 

For more details, check out the full story here:  Finding a Last-Minute Activity Over a Holiday .

At Outback Team Building & Training, we know our customers don’t always have time on their side when it comes to planning and executing an event. Sometimes, they need answers right away so they can get to work on creating an unforgettable experience for their colleagues.

This was exactly the case when Black & McDonald approached us about a learning and development session that would meet the needs of their unique group, and not take too much time to plan. At 10:20 a.m., the organization reached out with an online inquiry. By 10:50 a.m., they had been connected with one of our training facilitators for a more in-depth conversation regarding their objectives.

Three weeks later, a group of 14  Toronto, Ontario -based Black & McDonald employees took part in a half-day tailor-made training program that was built around the objectives of the group, including topics such as emotional intelligence and influence, communication styles, and the value of vulnerability in a leader.

To learn more about how this event was able to come together so quickly, check out the full story:  From Inquiry to Custom Call in Under 30 Minutes .

When Conexus Credit Union contacted us on a Friday afternoon asking if we could facilitate a team building event for six employees the following Monday morning, we said, “Absolutely!” 

The team at Conexus Credit Union were looking for an activity that would get the group’s mind going and promote collaboration between colleagues. And we knew just what to recommend:  Code Break Express  – an activity filled with brainteasers, puzzles, and riddles designed to test the group’s mental strength. 

The Express version of Code Break was ideal for Conexus Credit Union’s shorter time frame because our Express activities have fewer challenges and can be completed in an hour or less. They’re self-hosted, so the company’s group organizer was able to easily and efficiently run the activity on their own.

To learn more about how we were able to come together and make this awesome event happen, take a look at our case study:  A Perfect Group Activity Organized in One Business Day .

We’ve been lucky enough to work with Accenture – a company which has appeared on FORTUNE’s list of “World’s Most Admired Companies” for 14 years in a row – on a number of team building activities in the past. 

The organization approached us with a request to facilitate a philanthropic team building activity for 15 employees. The hitch? They needed the event to be planned, organized, and executed within one week. 

Staying true to our brand promise of being fast to act on behalf of our customers, our team got to work planning Accenture’s event. We immediately put to work the experience of our Employee Engagement Consultants, the flexibility of our solutions, and the organization of our event coordinators. And six days later, Accenture’s group was hard at work on a  Charity Bike Buildathon , building bikes for kids in need.

To learn more about how we helped Accenture do some good in a short amount of time, read the full case study:  Delivering Team Building for Charity in Under One Week .

Learn More About Team Building, Training and Development, and Coaching and Consulting Solutions 

For more information about how Outback Team Building & Training can help you host unforgettable team activities to meet your specific goals and needs on virtually any time frame and budget, just reach out to our Employee Engagement Consultants.  

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 From corporate groups to remote employees and everything in between, the key to a strong business is creating a close-knit team. That’s why you need to do team-building sessions as much as you can.

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Simulations Vs. Case Studies: Which Is the Better Training Method?

Online corporate training has become a vital tool for upskilling workforces in today’s fast-paced business environment. So, you are well aware of its growing popularity and its potential to drive organizational success. Now, online education platforms utilize multiple types of training methods — delivered via digital platforms and technologies — like LMS platforms . They offer various learning experiences, including e-learning modules, webinars, virtual classrooms, and interactive assessments. This shift to e learning courses is driven by factors such as cost-effectiveness, scalability, and flexibility.

In fact, the global e-learning market is projected to reach $325 billion by 2025 — highlighting the recognition of online corporate training and development methods as an effective means of fostering employee development.

Table of Contents

Importance of Choosing the Right Types of Training Methods

Selecting the appropriate training and development methods is crucial for maximum effectiveness. Different methodologies have unique characteristics and advantages that cater to specific learning objectives and styles. You can optimize engagement, retention, and skill acquisition by aligning your L&D framework with desired outcomes and workforce needs.

In online corporate training, the debate often centers around simulations and case studies. Both types of training methods offer distinct benefits, and understanding their nuances is essential for informed decision-making.

Join us as we explore simulations and case studies, analyzing their strengths, limitations, and effectiveness as types of training methods. By the end, you will gain insights to determine which approach unlocks your workforce’s full potential and drives organizational success.

Exploring Simulations as a Training Method

Simulations are interactive learning experiences replicating real-world scenarios in a controlled virtual environment. They allow learners to actively engage and make decisions, experiencing the consequences of their actions. Simulating realistic situations provides a safe space for employees to practice and refine their skills without real-world risks.

Advantages of Simulations in Corporate Training

Simulations offer several advantages that make them a highly effective training method in online corporate training.

Immersive Learning Experience

Simulations create a sense of immersion, transporting learners into realistic scenarios that mirror their actual work environments. This immersive experience enhances engagement and increases knowledge retention . Learners can apply theoretical knowledge to practical situations, developing critical thinking and problem-solving skills.

Real-life Scenario Simulation

Simulations enable employees to apply their knowledge and skills in a simulated real-life context. By facing realistic challenges and making decisions based on their expertise, learners gain valuable experience without the potential risks of real-world scenarios. This practical application strengthens their abilities and prepares them for actual workplace challenges.

Active Engagement and Interactivity

Simulations promote active engagement through hands-on participation. Learners actively interact with the simulation, making choices and observing the outcomes. This interactivity enhances the learning experience, fostering a deeper understanding of concepts and improving knowledge retention.

Examples of Successful Simulations in Corporate Training

Numerous organizations have successfully implemented simulations in their online corporate training programs. For instance, in the healthcare industry, medical professionals can use virtual patient simulations to diagnose and treat various conditions.

In fact, a study found that surgeons who trained using simulations had a 29% increase in speed and a 9 times lower likelihood of experiencing a stall during surgery.

In the aviation sector, pilots undergo flight simulations to enhance their skills in different scenarios, such as adverse weather conditions or system failures. These real-world examples demonstrate the effectiveness of simulations in training professionals across various industries.

Exploring Case Studies as Types of Training Methods

Case studies are in-depth examinations of actual or hypothetical scenarios that present complex business challenges. They aim to give learners a deep understanding of the situation and encourage them to analyze, evaluate, and develop solutions based on their knowledge and expertise. Embedding case studies in LMS platforms bridges the gap between theory and practice, allowing learners to apply their skills in a realistic context.

Benefits of Case Studies in Online Corporate Training

Case studies offer several key benefits that make them a powerful training method in online corporate learning.

Practical Application of Knowledge

One of the primary advantages of case studies is their emphasis on practical application. By analyzing and working through realistic scenarios, learners can directly apply their knowledge and skills to solve complex business problems. This practical application enhances their understanding and enables them to effectively transfer their knowledge to real-world situations.

Analysis and Problem-Solving Skills Development

Case studies require learners to critically analyze the presented information, identify critical issues, and devise appropriate strategies or solutions. This analytical approach fosters the development of problem-solving skills, enabling employees to approach challenges with a systematic and strategic mindset.

Through case studies, learners can assess complex situations, evaluate multiple perspectives, and make informed decisions. In fact, 35% of students prefer case studies to master and solve difficult concepts .

Decision-Making and Critical Thinking Enhancement

Case studies stimulate decision-making and critical thinking by presenting learners with real or hypothetical scenarios requiring thoughtful analysis and judgment. Engaging in case studies encourages employees to think critically, consider various factors, weigh potential outcomes, and make sound decisions. This process enhances their decision-making skills and cultivates a mindset of thoughtful and strategic reasoning.

Showcasing Examples of Effective Case Studies in Corporate Training

Numerous organizations have successfully integrated case studies into their online corporate training programs.

For example, a technology company may present a case study on a successful product launch, allowing learners to analyze the marketing strategy, identify key factors contributing to its success, and propose improvements for future endeavors.

Similarly, in the finance sector, case studies can be used to simulate complex financial scenarios, requiring learners to assess risks, evaluate investment opportunities, and devise effective financial strategies.

Comparing the Two Types of Training Methods: Simulations and Case Studies

When it comes to corporate training and development methods, comparing simulations and case studies can help you determine which method is better suited to meet your specific training objectives. And as a knowledgeable professional, you understand the importance of evaluating different approaches to ensure optimal learning outcomes for your workforce.

Identifying Similarities Between Simulations and Case Studies

Although simulations and case studies are distinct types of training methods, they share similarities in their overall purpose and application. Both methods provide learners with practical, real-world scenarios encouraging active engagement and decision-making.

Simulations and case studies foster a deep understanding of complex situations, promoting critical thinking, problem-solving, and analytical skills.

Contrasting Features and Approaches of Simulations and Case Studies

While simulations and case studies have common objectives, they differ in their approach and execution.

Difference 1

• Simulations are immersive, interactive experiences replicating real-life scenarios, allowing learners to participate and make decisions in a controlled virtual environment actively.
• On the other hand, case studies involve in-depth analysis of actual or hypothetical business situations, requiring learners to evaluate information and propose solutions critically.

Difference 2

• Simulations focus on experiential learning, providing a dynamic and engaging environment for skill development.
• On the contrary, case studies emphasize the application of knowledge, encouraging learners to analyze and solve complex business challenges through critical thinking and problem-solving.

Evaluating Their Effectiveness Based on Specific Training Objectives

To determine which method is better suited for your training objectives, evaluating their effectiveness in specific areas is essential.

Skill Acquisition and Application

Simulations excel in skill acquisition and application. By providing a realistic environment for practice, learners can develop hands-on expertise and experience the consequences of their decisions. Simulations allow for immediate feedback and iterative learning, enabling employees to refine their skills and enhance their ability to apply knowledge effectively.

In fact, using simulations can lead to significantly improved learning outcomes (76% higher score) compared with traditional teaching.

On the other hand, case studies emphasize applying existing knowledge to complex situations. Learners can understand how theoretical concepts translate into practical solutions through detailed analysis and reflection. Case studies foster critical thinking and problem-solving skills, enabling employees to approach similar situations in the future confidently.

As per studies, passive learning via group-based case studies results in learners enjoying lectures more and acquiring a higher percentage of knowledge.

Knowledge Retention and Transfer

Simulations are known for their ability to enhance knowledge retention and transfer. By engaging learners in practical scenarios, simulations facilitate a deeper understanding of concepts and their real-world applications. The interactive nature of simulations promotes active learning, resulting in higher retention rates and the ability to transfer learned skills to new contexts.

Case studies also promote knowledge retention and transfer by encouraging learners to analyze and apply theoretical knowledge to real-life scenarios. The detailed examination of cases reinforces key concepts and facilitates the integration of knowledge into practical situations, enabling employees to transfer their learning to their day-to-day work.

Engagement and Motivation

Both simulations and case studies can significantly increase learner engagement and motivation. Simulations provide an immersive, interactive experience that captures learners’ attention and stimulates active participation. The dynamic nature of simulations keeps learners engaged and motivated to explore and learn from the experience.

Similarly, case studies offer a captivating learning experience by presenting complex business challenges and inviting learners to analyze and propose solutions critically. The practical relevance of case studies enhances learner motivation as they see the direct applicability of their efforts to real-world situations.

Addressing Limitations and Challenges of Both Types of Training Methods

As you consider the implementation of simulations and case studies in your LMS platforms, it is crucial to be aware of the potential limitations and challenges associated with each method. By understanding these factors, you can proactively address them to optimize the effectiveness of your training initiatives.

Discussing Potential Drawbacks of Simulations

• Cost and resource-intensive: Developing high-quality simulations can be complex and costly, requiring skilled professionals and specialized software. Additionally, simulations may require significant time and resources for maintenance and updates.
• Technical requirements: Simulations often rely on advanced technology, such as virtual reality (VR) or augmented reality (AR) devices, which may require additional investments and infrastructure. Ensuring access to the necessary hardware and software can be a logistical challenge.
• Complexity and learning curve: Simulations can be intricate and require a learning curve for participants to become familiar with the interface and functionalities. This may result in an initial adjustment period and potential frustration for some learners.

Recognizing Limitations of Case Studies in Certain Contexts

• Time constraints: In-depth case studies may require a significant time commitment, making them less suitable for training programs with limited timeframes. Balancing the depth of analysis with the available time can be a challenge.
• Lack of real-time feedback: Unlike simulations, case studies often lack the immediate feedback and iterative learning opportunities that simulations provide. This may impact the speed of skill acquisition and hinder the ability to correct and adjust decision-making in real time.
• Contextual relevance: Ensuring that the selected case studies align closely with your organization’s industry, challenges, and goals is vital. Irrelevant or outdated case studies may not effectively engage learners or address their specific needs.

Analyzing How to Mitigate Challenges and Enhance Effectiveness

To address these limitations and challenges, consider the following strategies:

• Customization and scalability: Tailor simulations to your organization’s needs, focusing on relevant scenarios and incorporating industry-specific challenges. Consider leveraging scalable simulation LMS platforms that allow for customization and future adaptability.
• Comprehensive pre-training: Prioritize thorough onboarding and training for participants to familiarize them with the simulation interface and functionalities. Provide clear instructions and resources to reduce the learning curve and maximize engagement.
• Diverse case selection: Select a range of case studies that cover various industries, business challenges, and skill sets. This ensures a comprehensive learning experience and allows learners to apply their knowledge to different contexts.
• Facilitated discussions and reflection: Incorporate facilitated discussions and guided reflection sessions alongside case studies. Encourage learners to critically analyze and discuss the presented scenarios, promoting more profound understanding and engagement.
• Continuous improvement and feedback loops: Regularly evaluate the effectiveness of both simulations and case studies through participant feedback , performance assessments , and data analytics . Use these insights to identify areas for improvement and optimize the training experience over time.

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Combining Simulations and Case Studies for Optimal Training

As you strive to achieve optimal training outcomes, it is worth considering the benefits of combining simulations and case studies in a blended training approach . By leveraging the strengths of both types of training methods, you can create a dynamic and comprehensive learning experience that maximizes skill acquisition, knowledge retention, and engagement.

Exploring the Concept of Blended Training Approaches

Blended training approaches integrate numerous training and development methods to create a cohesive and robust training program. These approaches acknowledge that no single approach can address all learning objectives and that combining techniques can offer a more holistic learning experience.

Highlighting the Complementary Nature of Simulations and Case Studies

Simulations and case studies, when combined, offer a powerful synergy that enhances the learning process. Consider the following ways in which these methods complement each other:

• Enhanced real-world application: Simulations provide a controlled environment for learners to apply theoretical knowledge to realistic scenarios, while case studies offer real-world examples that deepen understanding and encourage the practical application of concepts.
• Dynamic engagement: Simulations engage learners through interactive and immersive experiences, fostering active participation and skill development. On the other hand, case studies encourage critical thinking and analysis, challenging learners to apply their knowledge to solve complex business challenges.
• Contextual learning: Simulations can create industry-specific scenarios that closely align with your organization’s context, allowing learners to practice skills and decision-making within a relevant framework. With their diverse examples, case studies expose learners to various industries and contexts, broadening their perspectives and adaptability.

Proposing Strategies for Integrating Both Methods Effectively

To integrate simulations and case studies effectively, consider the following strategies:

• Determine learning objectives: Identify the specific skills, knowledge, and competencies you aim to develop in your training program. Align simulations and case studies with these objectives to ensure a targeted and purposeful learning experience.
• Sequential or parallel integration: Decide whether to implement simulations and case studies sequentially, allowing learners to build upon foundational knowledge or use them concurrently to reinforce learning and provide different perspectives.
• Provide guidance and reflection: Offer clear instructions and guidance to learners throughout the blended training program. Incorporate reflection exercises encouraging learners to analyze their experiences, connect theory with practice, and extract valuable insights.
• Incorporate collaborative elements: Foster collaboration and teamwork by incorporating group discussions, role-playing exercises, or collaborative case study analysis. This encourages knowledge sharing, diverse perspectives, and the development of interpersonal skills.
• Measure effectiveness and adapt: Continuously assess the effectiveness of the blended approach through learner feedback, performance metrics, and evaluation data. Use these insights to refine and adapt the training program to ensure continuous improvement.

By thoughtfully combining simulations and case studies in a blended training approach, you can leverage the complementary nature of these methods to create a robust and comprehensive learning experience. Integrating simulations and case studies enable learners to acquire practical skills, apply knowledge in real-world scenarios, and develop critical thinking abilities, ultimately equipping your workforce with the capabilities needed to excel in today’s dynamic business landscape.

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The Case Study Method in Training and Management Education

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• What Is a Case Study? | Definition, Examples & Methods

What Is a Case Study? | Definition, Examples & Methods

Published on May 8, 2019 by Shona McCombes . Revised on November 20, 2023.

A case study is a detailed study of a specific subject, such as a person, group, place, event, organization, or phenomenon. Case studies are commonly used in social, educational, clinical, and business research.

A case study research design usually involves qualitative methods , but quantitative methods are sometimes also used. Case studies are good for describing , comparing, evaluating and understanding different aspects of a research problem .

Table of contents

When to do a case study, step 1: select a case, step 2: build a theoretical framework, step 3: collect your data, step 4: describe and analyze the case, other interesting articles.

A case study is an appropriate research design when you want to gain concrete, contextual, in-depth knowledge about a specific real-world subject. It allows you to explore the key characteristics, meanings, and implications of the case.

Case studies are often a good choice in a thesis or dissertation . They keep your project focused and manageable when you don’t have the time or resources to do large-scale research.

You might use just one complex case study where you explore a single subject in depth, or conduct multiple case studies to compare and illuminate different aspects of your research problem.

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Once you have developed your problem statement and research questions , you should be ready to choose the specific case that you want to focus on. A good case study should have the potential to:

• Provide new or unexpected insights into the subject
• Challenge or complicate existing assumptions and theories
• Propose practical courses of action to resolve a problem
• Open up new directions for future research

TipIf your research is more practical in nature and aims to simultaneously investigate an issue as you solve it, consider conducting action research instead.

Unlike quantitative or experimental research , a strong case study does not require a random or representative sample. In fact, case studies often deliberately focus on unusual, neglected, or outlying cases which may shed new light on the research problem.

Example of an outlying case studyIn the 1960s the town of Roseto, Pennsylvania was discovered to have extremely low rates of heart disease compared to the US average. It became an important case study for understanding previously neglected causes of heart disease.

However, you can also choose a more common or representative case to exemplify a particular category, experience or phenomenon.

Example of a representative case studyIn the 1920s, two sociologists used Muncie, Indiana as a case study of a typical American city that supposedly exemplified the changing culture of the US at the time.

While case studies focus more on concrete details than general theories, they should usually have some connection with theory in the field. This way the case study is not just an isolated description, but is integrated into existing knowledge about the topic. It might aim to:

• Exemplify a theory by showing how it explains the case under investigation
• Expand on a theory by uncovering new concepts and ideas that need to be incorporated
• Challenge a theory by exploring an outlier case that doesn’t fit with established assumptions

To ensure that your analysis of the case has a solid academic grounding, you should conduct a literature review of sources related to the topic and develop a theoretical framework . This means identifying key concepts and theories to guide your analysis and interpretation.

There are many different research methods you can use to collect data on your subject. Case studies tend to focus on qualitative data using methods such as interviews , observations , and analysis of primary and secondary sources (e.g., newspaper articles, photographs, official records). Sometimes a case study will also collect quantitative data.

Example of a mixed methods case studyFor a case study of a wind farm development in a rural area, you could collect quantitative data on employment rates and business revenue, collect qualitative data on local people’s perceptions and experiences, and analyze local and national media coverage of the development.

The aim is to gain as thorough an understanding as possible of the case and its context.

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In writing up the case study, you need to bring together all the relevant aspects to give as complete a picture as possible of the subject.

How you report your findings depends on the type of research you are doing. Some case studies are structured like a standard scientific paper or thesis , with separate sections or chapters for the methods , results and discussion .

Others are written in a more narrative style, aiming to explore the case from various angles and analyze its meanings and implications (for example, by using textual analysis or discourse analysis ).

In all cases, though, make sure to give contextual details about the case, connect it back to the literature and theory, and discuss how it fits into wider patterns or debates.

If you want to know more about statistics , methodology , or research bias , make sure to check out some of our other articles with explanations and examples.

• Normal distribution
• Degrees of freedom
• Null hypothesis
• Discourse analysis
• Control groups
• Mixed methods research
• Non-probability sampling
• Quantitative research
• Ecological validity

Research bias

• Rosenthal effect
• Implicit bias
• Cognitive bias
• Selection bias
• Negativity bias
• Status quo bias

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Home » Management Case Studies » Case Study of Nestle: Training and Development

Case Study of Nestle: Training and Development

Nestle is world’s leading food company, with a 135-year history and operations in virtually every country in the world. Nestle’s principal assets are not office buildings, factories, or even brands. Rather, it is the fact that they are a global organization comprised of many nationalities, religions, and ethnic backgrounds all working together in one single unifying corporate culture .

Culture at Nestle and Human Resources Policy

Nestle culture unifies people on all continents. The most important parts of Nestle’s business strategy and culture are the development of human capacity in each country where they operate. Learning is an integral part of Nestle’s culture. This is firmly stated in The Nestle Human Resources Policy, a totally new policy that encompasses the guidelines that constitute a sound basis for efficient and effective human resource management . People development is the driving force of the policy, which includes clear principles on non-discrimination, the right of collective bargaining as well as the strict prohibition of any form of harassment. The policy deals with recruitment , remuneration and training and development and emphasizes individual responsibility, strong leadership and a commitment to life-long learning as required characteristics for Nestle managers.

Training Programs at Nestle

The willingness to learn is therefore an essential condition to be employed by Nestle. First and foremost, training is done on-the-job. Guiding and coaching is part of the responsibility of each manager and is crucial to make each one progress in his/her position. Formal training programs are generally purpose-oriented and designed to improve relevant skills and competencies . Therefore they are proposed in the framework of individual development programs and not as a reward.

Literacy Training

Most of Nestle’s people development programs assume a good basic education on the part of employees. However, in a number of countries, we have decided to offer employees the opportunity to upgrade their essential literacy skills. A number of Nestle companies have therefore set up special programs for those who, for one reason or another, missed a large part of their elementary schooling.

These programs are especially important as they introduce increasingly sophisticated production techniques into each country where they operate. As the level of technology in Nestle factories has steadily risen, the need for training has increased at all levels. Much of this is on-the-job training to develop the specific skills to operate more advanced equipment. But it’s not only new technical abilities that are required. It’s sometimes new working practices. For example, more flexibility and more independence among work teams are sometimes needed if equipment is to operate at maximum efficiency .

“Sometimes we have debates in class and we are afraid to stand up. But our facilitators tell us to stand up because one day we might be in the parliament!” (Maria Modiba, Production line worker, Babelegi factory, Nestle South Africa).

Nestle Apprenticeship Program

Apprenticeship programs have been an essential part of Nestle training where the young trainees spent three days a week at work and two at school. Positive results observed but some of these soon ran into a problem. At the end of training, many students were hired away by other companies which provided no training of their own.

“My two elder brothers worked here before me. Like them, for me the Nestle Apprenticeship Program in Nigeria will not be the end of my training but it will provide me with the right base for further advancement. We should have more apprentices here as we are trained so well!” (John Edobor Eghoghon, Apprentice Mechanic, Agbara Factory, Nestle Nigeria) (adsbygoogle = window.adsbygoogle || []).push({}); “It’s not only a matter of learning bakery; we also learn about microbiology, finance, budgeting, costs, sales, how to treat the customer, and so on. That is the reason I think that this is really something that is going to give meaning to my life. It will be very useful for everything.” (Jair Andres Santa, Apprentice Baker, La Rosa Factory Dosquebradas, Nestle Columbia).

Local Training

Two-thirds of all Nestle employees work in factories, most of which organize continuous training to meet their specific needs. In addition, a number of Nestle operating companies run their own residential training centers. The result is that local training is the largest component of Nestle’s people development activities worldwide and a substantial majority of the company’s 240000 employees receive training every year. Ensuring appropriate and continuous training is an official part of every manager’s responsibilities and, in many cases; the manager is personally involved in the teaching. For this reason, part of the training structure in every company is focused on developing managers own coaching skills. Additional courses are held outside the factory when required, generally in connection with the operation of new technology.

The variety of programs is very extensive. They start with continuation training for ex-apprentices who have the potential to become supervisors or section leaders, and continue through several levels of technical, electrical and maintenance engineering as well as IT management. The degree to which factories develop “home-grown” specialists varies considerably, reflecting the availability of trained people on the job market in each country. On-the-job training is also a key element of career development in commercial and administrative positions. Here too, most courses are delivered in-house by Nestle trainers but, as the level rises, collaboration with external institutes increases.

“As part of the Young Managers’ Training Program I was sent to a different part of the country and began by selling small portions of our Maggi bouillon cubes to the street stalls, the ‘sari sari’ stores, in my country. Even though most of my main key accounts are now supermarkets, this early exposure were an invaluable learning experience and will help me all my life.” (Diane Jennifer Zabala, Key Account Specialist, Sales, Nestle Philippines). “Through its education and training program, Nestle manifests its belief that people are the most important asset. In my case, I was fortunate to participate in Nestle’s Young Managers Program at the start of my Nestle career, in 1967. This foundation has sustained me all these years up to my present position of CEO of one of the top 12 Nestle companies in the world.” (Juan Santos, CEO, Nestle Philippines)

Virtually every national Nestle company organizes management-training courses for new employees with High school or university qualifications. But their approaches vary considerably. In Japan, for example, they consist of a series of short courses typically lasting three days each. Subjects include human assessment skills, leadership and strategy as well as courses for new supervisors and new key staff. In Mexico, Nestle set up a national training center in 1965. In addition to those following regular training programs, some 100 people follow programs for young managers there every year. These are based on a series of modules that allows tailored courses to be offered to each participant. Nestle India runs 12-month programs for management trainees in sales and marketing, finance and human resources, as well as in milk collection and agricultural services. These involve periods of fieldwork, not only to develop a broad range of skills but also to introduce new employees to company organization and systems. The scope of local training is expanding. The growing familiarity with information technology has enabled “distance learning” to become a valuable resource, and many Nestle companies have appointed corporate training assistants in this area. It has the great advantage of allowing students to select courses that meet their individual needs and do the work at their own pace, at convenient times. In Singapore, to quote just one example, staff is given financial help to take evening courses in job-related subjects. Fees and expenses are reimbursed for successfully following courses leading to a trade certificate, a high school diploma, university entrance qualifications, and a bachelor’s degree.

International Training

Nestle’s success in growing local companies in each country has been highly influenced by the functioning of its International Training Centre, located near company’s corporate headquarters in Switzerland. For over 30 years, the Rive-Reine International Training Centre has brought together managers from around the world to learn from senior Nestle managers and from each other.Country managers decide who attends which course, although there is central screening for qualifications, and classes are carefully composed to include people with a range of geographic and functional backgrounds. Typically a class contains 15—20 nationalities. The Centre delivers some 70 courses, attended by about 1700 managers each year from over 80 countries. All course leaders are Nestle managers with many years of experience in a range of countries. Only 25% of the teaching is done by outside professionals, as the primary faculty is the Nestle senior management. The programs can be broadly divided into two groups:

• Management courses: these account for about 66% of all courses at Rive-Reine. The participants have typically been with the company for four to five years. The intention is to develop a real appreciation of Nestle values and business approaches. These courses focus on internal activities.
• Executive courses: these classes often contain people who have attended a management course five to ten years earlier. The focus is on developing the ability to represent Nestle externally and to work with outsiders. It emphasizes industry analysis, often asking: “What would you do if you were a competitor?”

Nestle’s overarching principle is that each employee should have the opportunity to develop to the maximum of his or her potential. Nestle do this because they believe it pays off in the long run in their business results, and that sustainable long-term relationships with highly competent people and with the communities where they operate enhance their ability to make consistent profits. It is important to give people the opportunities for life-long learning as at Nestle that all employees are called upon to upgrade their skills in a fast-changing world. By offering opportunities to develop , they not only enrich themselves as a company, they also make themselves individually more autonomous, confident, and, in turn, more employable and open to new positions within the company. Enhancing this virtuous circle is the ultimate goal of their training efforts at many different levels through the thousands of training programs they run each year.

External Links:

• Employee and Career Development (Nestle Global)

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Machine learning assisted model based petrographic classification: a case study from Bokaro coal field

• Original Study
• Published: 13 September 2024

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• Abir Banerjee 1 ,
• Bappa Mukherjee   ORCID: orcid.org/0000-0001-6018-441X 2 &
• Kalachand Sain 2  

This study applies machine learning techniques to improve petrographic classification in India's Bokaro coalfield's Barakar Formation, using conventional geophysical well logs from three wells. We analysed natural gamma ray, true resistivity, bulk density, neutron porosity, and photoelectric factor data using k-nearest neighbor (kNN), support vector machine (SVM) and random forest (RF) classifiers. A master well provided initial reference log measurement cut-off values for typical lithologies like shale, sandstone, carbonaceous shale, and coal, forming the basis of our training dataset. We assessed model accuracy using precision, recall, and F1-score metrics, finding the random forest model to be the most effective in litho-type discrimination. During the training phase, the computed overall accuracy of the predicted ML modes exceeded 89% and model accuracy hierarchy was RF>SVM>kNN. These classifiers were then applied to other well locations to predict lithological sequences, aiding in lithofacies sequence identification and potential fault extension detection. The study demonstrates the random forest model's superior precision and efficiency in lithological discrimination. Our findings enhance automated processes for identifying missing lithology during well correlation, offering valuable insights for geological interpretation in resource exploration and development. This machine learning-driven approach marks a significant advancement in subsurface geological studies.

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Acknowledgements

The authors express their gratitude to ONGC Ltd. for granting permission to present this paper. They also extend their thanks for the invaluable support and encouragement received from Mr. A.K. Dwivedi (Ex-Director of Exploration at ONGC) throughout the research endeavour. The authors would like to acknowledge the Director of the Wadia Institute of Himalayan Geology in Dehradun for granting permission to publish this work. Additionally, KS wishes to express appreciation to SERB-DST for the JC Bose National Fellowship provided. We thankful to the Editor Prof. György Hetényi and anonymous reviewers for their constructive suggestions to improve the manuscript within necessary time and efforts. BM gratefully acknowledges the Science and Engineering Research Board (SERB), Government of India (Project Number: CRG/2023/001267) for partly sponsoring this work. This work was carried out with WIHG's contribution number WHG/ 0379.

This research did not receive any specific grant from funding agencies in the public, commercial or non-profitable sectors.

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Deparment of Sub-Surface Team, Oil and Natural Gas Corporation Limited, Bokaro, Jharkhand, 827001, India

Abir Banerjee

Seismic Interpretation Laboratory, Wadia Institute of Himalayan Geology, Dehradun, Uttrakhand, 248001, India

Bappa Mukherjee & Kalachand Sain

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Abir Banerjee: Writing (Original draft), Resources (Data & Softwares), Validation; Bappa Mukherjee: Oversight, Conceptualisation, Code Development, Methodology, All Computation and data analysis, Investigation, Software, Figures, Writing (review and editing manuscript), Manuscript revised and correspondence; Kalachand Sain: Resources, Validation.

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Correspondence to Bappa Mukherjee .

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Banerjee, A., Mukherjee, B. & Sain, K. Machine learning assisted model based petrographic classification: a case study from Bokaro coal field. Acta Geod Geophys (2024). https://doi.org/10.1007/s40328-024-00451-0

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Received : 20 January 2024

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Published : 13 September 2024

DOI : https://doi.org/10.1007/s40328-024-00451-0

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