ABSTRACT
The cost of training depends on the match between the individual's latent capacities and the job requirement and can be reduced either by recruiting better qualified staff or reducing the complexity of the job. Where neither of these is possible the training need may be greatest and long-term investment in such training probably combined with an educational process to supplement education and to complement the practical training may be justified. The preparation of effective training programmes involves a knowledge of the business and its technology, a knowledge of people's reactions to given situations and expertise in the technology of training. The size of the training problem and, in particular, the numbers involved, will also determine whether a permanent training centre should be established and full-time instructors appointed. Opportunities to practise a new-found skill and knowledge or to appreciate the value of a new attitude are essential if basic learning is to be built upon to result in high performance.
