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One reason why large plants invested in continuous training programmes is development of competent manpower base for its operational and strategic performance. High safety performance is first in their numerical performance indicators; high production performance is next. Functional and business skills training accordingly have to be systematically analysed for safe and zero-defect task performance at managerial and operatives levels. However, all performance problems are not ascribable to training deficiencies, and so the analysis of training needs become complex and challenging. Secondly, competence as outcome of the training programmes needs to be demonstrated by a trained job incumbent before he is assigned a responsible position. A highly pro-active and comprehensive approach is called for analysing the task competencies that are demanded by job certification procedure. Thirdly, creation and management of voluminous performance-based training database and repetitive administrative work need IT [information technology] tools for an effective and networked information system providing also workflow automation.