Marks and Spencer would need to identify the various training needs within the working environment. They will carry out various gap analyses on skills and look at how existing staff are working to see what improvements could be made for the future employees who will become a part of Mark and Spencer. For the organisation to be successful, it is important for the business to have the right number of people with the right skills in the right jobs. Effective training depends on knowing what is required for an individual, a department and an organisation as a whole. Organisations would identify training requirements by looking at the current skills the staff all have, identify what the weaknesses are and then carry out new training methods to solve this and improve on this. The training cycle would be a main procedure that any company would use to identify new training needs. The training cycle is a four step process; 1. Identify training needs and any weaknesses, 2. Design the training to improve on the current training, 3. Deliver the new training and 4. Measure the success of the new training.

At the end of every 6 months a performance review or appraisal takes place. Employees discuss their progress with their line managers. Employees are given ratings for the skills and competencies they have shown over the past year. These are compared with expected skills profiles for these areas. This feedback helps employees identify how they are performing in relation to the expected technical skills and business competencies and reveals any gaps.

At Marks and Spencer, staff at the lower levels of the hierarchy require less training than those with more responsibilities. Staff members like Jane who is a Commercial manager, are in a higher job role will have a lot more qualifications and training to be able to work in that position. Through their time in the job they are