Drive Performance Through Skills-Based, Outcome-Driven Training Goals
Training Goals in KnowHow help organisations translate strategic business objectives into clear, measurable development outcomes. Rather than focusing on generic course completion, goals are structured around skills, competencies, and compliance requirements employees need to perform and grow in their roles.
By linking Training Goals directly to performance expectations, organisations ensure learning is purposeful, relevant, and aligned to real business impact.
From Business Objectives to Individual Development
Defining Objectives for Skill and Performance Growth
Training goals can be set at organisational, team, or individual level – ensuring alignment between strategy and execution
Goals can be created for:
- Role-specific skills and competencies
- Performance and capability gaps
- Compliance and regulatory requirements
- Career development and progression
This ensures every learning activity contributes meaningfully to both individual growth and organisational performance.
Data-led Identification of Development Needs
Uncovering Key Areas for Personal and Professional Improvement
Rather than assigning blanket training programmes, KnowHow uses performance reviews, feedback, and skills data to identify where development is truly required.
This enables organisations to:
- Pinpoint priority skill gaps
- Address underperformance with targeted interventions
- Support high performers with stretch and progression goals
- Avoid unnessecary or low-impact training
The result is smarter, more focused investment in learning – where time and resources are directed where they deliver the greatest return.
Dynamic and Agile Goal Management
Creating Synergy Between Training Targets and Growth Opportunities
Training Goals in KnowHow are not static. They can be continuously adjusted based on:
- Ongoing performance data
- Skills progression and assessment results
- Changing role requirements
- Evolving organisational priorities
This flexibility supports an agile, future-ready workforce, enabling organisations to respond quickly to change while keeping development aligned to what matters most.
Frequently Asked Questions
How do I set effective training goals for my team?
Setting effective training goals involves identifying specific, measurable objectives aligned with both individual and organizational needs. This includes assessing current skills, determining areas for improvement, and setting realistic, time-bound targets.
What’s the difference between training goals and development needs?
Training goals are the specific skills or knowledge employees aim to acquire, while development needs focus on broader areas for improvement, such as enhancing leadership or soft skills. Aligning the two ensures targeted growth and balanced skill development.
How often should training goals be reviewed or adjusted?
Regular reviews—quarterly or bi-annually—help ensure that goals remain relevant to evolving job roles and company priorities. Adjustments may be needed based on employee progress, feedback, or changes in organizational requirements.
