AI & Automation

Connect your learning systems to your employee development and succession planning with training objectives in StaffCircle.

A skills gap is only useful if something happens next. Training objectives close the loop — turning an identified gap into a specific, trackable objective with learning attached to it.

This is a quick walkthrough of the technology, and the first of a three-part series.

Presented by Mark Seemann, CEO & FounderWatch time 1 min 38 sec
See in Action

The gap between knowing and doing

Most organisations can already tell you, roughly, where their skills gaps are. What they usually cannot do is turn that finding into action without a person sitting down and manually writing development plans, one employee at a time.

That manual step is where skills strategies quietly die. The analysis is done, the report is circulated — and then nothing is assigned, nothing is tracked, and the next review cycle starts from the same place.

What a training objective does

A training objective is the bridge. Instead of a gap sitting in a report, it becomes an objective on a person’s development plan, with learning attached and progress that can be tracked like any other objective.

In the walkthrough you can see this in the context of an employee’s career development view — the target role, the capability gap against that role, and the development objectives and training records that follow from it. The AI does the drafting step: reading the gap and proposing the objective, rather than leaving a manager to compose it from scratch.

Why connecting learning matters

Learning systems and performance systems are usually separate. Course completions sit in one place; objectives, reviews and succession shortlists sit in another. Nobody can answer the obvious question — did the training actually close the gap?

  • Gap to objective. The capability gap generates the development objective, so what gets assigned is what the role actually needs.
  • Objective to learning. Training attaches to the objective, so the activity is tied to the outcome it exists to serve.
  • Learning back to capability. Completed development updates the capability picture, which is what keeps succession shortlists current instead of annual.

That loop is the difference between recording training and developing people.

Where to go next