Trainability testing has been used in the UK, sometimes with a remarkable degree of success, to select individuals for training in new skills. The potential applicability of the method in South Africa with its large numbers of unskilled and semiskilled workers is obvious. Trainability testing does, however, have disadvantages as well as advantages. This article evaluates the strong and weak points of trainability testing against those of conventional testing. Suggestions are made as to where trainability testing can be applied most fruitfully. It is also suggested that its effectiveness could be improved by introducing baseline measures.
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