ABSTRACT
A simple and straightforward way of defining where there is a need for training is the production of Skills Matrices. Investment in people improves the performance of the organisation. The skills mapping' technique is extremely helpful and constructive provided the map can be kept simple. Complication and over-elaboration can distort and destroy the whole purpose of the exercise. Major Management Standards provide an excellent and widely accepted framework for recognising and meeting training and learning needs. The major danger is confusing the definition of performance and learning needs with appraisal. The need is to recognise skills gaps in order to fill them, to meet important training needs. There should be no personal rating of performance other than the need for further learning or training. The consequences of public appraisal, often linked to remuneration, can lead to a wide range of disasters.
