Gaps versus objectives

Training that addresses gaps and objectives is effective when the gaps and objectives have been clearly defined. A broad or general training gap in my experience can not form the basis of a training plan. Why? It won’t address specific issues, causes and impacts. The same goes for training objectives.

A training gap is a variance between a desired or required behavior or level of performance and actual behavior or performance. This gap can occur on an individual, team or organizational level and has to be addressed accordingly and ensuring it aligns with business goals.

Training gaps can be identified by doing an audit of skills, engagement/motivation, and knowledge for specific tasks and job requirements. Using a job description when KPI’s have not been identified is a good starting point to identify gaps.

Training objectives are the intended measurable outcome that your learners will achieve once they’ve finished a course. They should detail the information that will be acquired and what learners will be able to accomplish through learning this information.

Training objectives should be defined when training gaps have been identified and a plan and outline has been developed. “Bloom’s Taxonomy is a hierarchical classification of the different levels of thinking, and should be applied when creating course objectives.” The six main categories of the framework include – Remember, Understand, Apply, Analyze, Evaluate, Create. Each category will relate to specific actions some examples are: to recall, to describe, to organize, to critique, to create. The actions that form the objective need to be measurable in order to be effective.

Facilitating a training gaps analysis will take time and planning. Get in touch with us at to discuss how we can work with you to get started. We work with small business owners and support HR teams in larger businesses to uncover training needs and improve results.