Recent writers have suggested that if the training and development function is to be effective in the future,
it will need to move beyond its concern with techniques and traditional roles. This paper describes the
strategic approaches that the organisation can take to training and development, and suggests that the choice
of approach should be based on an analysis of the organisation's needs, management and staff attitudes and
beliefs, and the level of resources that can be committed. This more strategic view-point should be of use in
assessing current efforts as well as when planning for the future.
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