ABSTRACT
This chapter attempts to set out a number of different ways in which an organisation could conduct an analysis of environmental training needs and improve its delivery of training in this area. It begins by reviewing some of the general requirements for a systematic approach to the management of training and the identification of training needs. A typical method for assessing and reviewing training needs at job level is to undertake a training audit which involves interviewing staff about the training they have received, its perceived adequacy and further training they would like or feel they need. Training audits, appraisal systems, performance management and monitoring systems, mentoring, management development and career planning activities are all ways in which the organisation may already keep individual training needs under review. In short, they are ways of trying to match the individual’s abilities to the requirements of the job and to respond to skills gaps by providing appropriate training and development.
