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Training Matrices


We are in the process of re-launching our Performance Management process and the issue of linking Training Matrices to specific knowledge and skills gaps has arisen.

Ideally we would like to link specific training activities to specific proficiency levels built into our suite of organisational competencies.

Can anyone offer any advice / guidance about the best way to approach this OR are we making it too complex an issue?

Thanks in advance.

Marcus Jenkins

3 Responses

  1. Teamwork
    Having undertaken this sort of activity in the past, I recommend team work.

    I enrolled the help of seven colleagues who each took one business strand/competency area and systematically worked through the course information we had to populate the matrices.

    As one course may address more than one level of performance, it’s important to highlight which part of the programme does this as a footnote to each matrix entry.

    Yes, it took time, but we actually gained a lot more from the exercise by really getting to critique our courses against the performance required of people in the business. From memory, some courses actually got culled as a result.

  2. Teamwork too

    I would agree with Tim, when I did this for the RNLI I ropped in six colleagues to help me, and occassionally used an external facilitator when we got stuck. By way of variation from Tim’s appraoch each of us worked on the same strand and came together to discuss. That way we got seven minds all working and sometimes the best solution was an amalgamation. It was however a slow old process.


  3. Arian Associates Ltd
    Would a simple Training Needs Analysis (TNA) style matrices not suffice ?


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