ABSTRACT
As a manager, it is tempting to put training on the back burner; to regard training as something that can be left until there is a period of time when there is nothing more important to do. There are sound reasons for the manager’s involvement in training. Firstly, if training is not provided, mistakes will occur which would otherwise have been avoided. Secondly, staff will be underutilized if they are not trained. Does the staff member have training needs which are specific to her? Insert them in the profile. Finally, include in the profile any specific training needs which emerge out of the staff member’s personal interests and career aspirations. In subsequent meetings, work through the philosophy and practice of the service. This will provide a good foundation for subsequent supervision. The traditional separation of training from work has created problems in applying knowledge gained from courses back at the workplace.
