What is the difference between learning objectives and performance objectives?

What is the difference between learning objectives and performance objectives?

• A. Learning objectives describe job performance; performance objectives describe knowledge.
• B. Learning objectives describe how to perform tasks on the job.
• C. Learning objectives specify what the learner will know or be able to do; performance objectives describe observable job performance after training.
• D. Both are identical.

Answer: (C)

Learning objectives describe what the learner will know or be able to do as a result of the learning experience, focusing on knowledge, skills, and attitudes developed during training. Performance objectives, by contrast, specify how the learner will demonstrate observable job performance after training, typically in real or simulated work conditions and measured against clear standards. This distinction matters because you design learning activities and assessments to build knowledge and skills (learning objectives) and you define the actual on‑the‑job behavior you expect after training (performance objectives). For example, a learning objective might be to describe the steps of a safety procedure and explain when to apply it. A performance objective would be to demonstrate the correct use of that procedure on the job within the first week, meeting a defined accuracy standard. So the correct idea is that learning objectives target what the learner will know or be able to do, while performance objectives target observable job performance after training.

Learning objectives describe what the learner will know or be able to do as a result of the learning experience, focusing on knowledge, skills, and attitudes developed during training. Performance objectives, by contrast, specify how the learner will demonstrate observable job performance after training, typically in real or simulated work conditions and measured against clear standards.

This distinction matters because you design learning activities and assessments to build knowledge and skills (learning objectives) and you define the actual on‑the‑job behavior you expect after training (performance objectives). For example, a learning objective might be to describe the steps of a safety procedure and explain when to apply it. A performance objective would be to demonstrate the correct use of that procedure on the job within the first week, meeting a defined accuracy standard.

So the correct idea is that learning objectives target what the learner will know or be able to do, while performance objectives target observable job performance after training.