Instructional Goals and Performance Objectives Outline how to develop instructional goal/s and performance objectives based on your needs assessment and gap analysis and a particular theory or model....

Running Head: INSTRUCTIONAL GOALS AND PERFORMANCE OBJECTIVES    1
INSTRUCTIONAL GOALS AND PERFORMANCE OBJECTIVES            2
HUMAN RESOURCE MANAGEMENT
INSTRUCTIONAL GOALS AND PERFORMANCE OBJECTIVES
Table of Contents
Introduction    3
Training Needs and Gaps    3
Applying a Relevant Model: Gagne’s Nine Events of Instruction    4
Conditions (C)    5
Behavior (B)    5
Performance (P)    6
Conclusion    7
References    8
Introduction
Instructional goals can be refe
ed as expressions arising out of general results desired from instruction. The objectives are generally measurable, specific and short-term, which include observable behaviors of employees and students. This is a statement that will tell what the learner will be able to do after completing the instruction.
They reflect the desirable knowledge, skills and attitudes to be gained. Performance objectives act as a basis, upon which one can build lessons and assessments that can help in meeting overall goals. As mentioned by Shehzad and Aziz (2019), they act as a tool used to ensure that you fulfil your goals. They create a vision of what learners should be doing after they master the instruction.
Training Needs and Gaps
The need for training arises when the particular employee or student is not able to meet the performance objectives and is lacking in certain areas that need improvement. Training helps the individual to learn more about the job and perform in a better manner. As supported by Holloway, Arcus and Orsborn (2018), this helps in upgrading skills in a particular area.
Training need analysis is a systematic process that a business goes through for determining all the training that needs to be accomplished in a particular time period. This will allow the employees to perform their job as effectively as possible, as well as grow and progress. As defined by Galport and Azzam (2017), training gap is refe
ed as a difference between the skills needed to complete the job and the existing skill set.
It is a mismatch between the skills that employers identify in the candidate and the skills that the job seekers possess. It acts as a
idge between where the employee is and where he or she should be. The performance gaps can be identified by clarifying objectives and outcomes, then determining the necessary skills, knowledge and qualifications, followed by identifying performance behaviors, prioritizing performance issues based on organizational goals and lastly evaluating cu
ent training resources and finally developing a training that aligns with employee needs (Ascarza et al., 2018).
Here the training needs to be given on how objectives need to be achieved so that it directly contributes to goals, so that employees can adapt better to the environment and incorporates diversified perspectives. Training needs and gaps takes a holistic view of the organization and its overall strategic intent before drilling down into various types of concrete training.
Applying a Relevant Model: Gagne’s Nine Events of Instruction
This model consists of series of steps, which are linked with each other and it addresses the mental conditions for learning. The steps includes gaining attention, informing objectives, stimulate recall of prior learning, presenting the content, providing learner guidance, elicit performance, providing feedback, assessing performance and enhancing retention (Dwyer & Hopwood, 2019).
It is necessary to gain attention of the...