That's fine, as long as you've notice that it's been changed and why. So often when we design a plan, the plan becomes the end rather than the means. Learning is an ongoing process. Look at learning as a process and you enjoy the long time during the journey rather than the short time at the destination. This section helps you identify what you want to be able to do as a result of implementing your training plan, for example, qualify for a certain job, overcome a performance problem, meet a goal in your career development plan, etc.
Learners are often better off to work towards at most two to four goals at a time.
If so, this may influence your choice of learning objectives and learning activities to achieve the objectives. A performance gap is usually indicated from the performance appraisal process. The performance appraisal document should already include careful description of the areas of knowledge and skills that you must learn in order to improve your performance. To understand performance gaps, see Employee Performance Management 4. If so, carefully identify what areas of knowledge and skills are needed to reach your goals in your career.