Employee Learning Outcomes

Employee Learning Outcomes (ELOs) are statements which:

  • Describe the most important things employees should know, be able to do, or demonstrate as a result of completing your training
  • Describe knowledge, skills/abilities, attitudes, or values
  • Describe actions which can be demonstrated, can be observed, and can be measured

How can you develop meaningful Employee Learning Outcomes?
Start by asking yourself 3 questions:
    1. What do you want employees to know when they have completed your program?
    2. What do you want your employees to be able to demonstrate or do with the knowledge they have gained?
    3. What do you want your employees to value upon completion of your program?
    • Focus on your highest-priority outcomes.
    • Emphasize the ends (what employees will do), not the means.
    • Use concrete, action verbs that describe outcomes explicitly, using observable terms.
    • Avoid unclear verbs which can’t be measured or observed, such as: “Employees should appreciate…, Employees should learn about…, Employees should know…, Employees should understand…”

    Here are a few examples of ELOs:
    At the completion of the training, employees will be able to implement all appropriate safety interventions, within the parameters of an established plan of care developed by OSHA.

    At the completion of the Microsoft Word Intermediate Certificate program, employees will be able to create and perform mailings, and demonstrate how to use proofing, revising and printing functions to design documents.

    Learning Outcomes Checklist
    After you develop your employee learning outcomes, double-check each outcome according to these criteria:
    If you answer yes to all of these, congratulations your outcomes are complete.

    If you need more information contact the Office of Professional Development.