TO ACHIEVE THE OBJECTIVES OF TRAINING IN INDUSTRY--TECHNICAL AND LIBERAL EDUCATION, SPECIFIC JOB SKILLS, AND THE DEVELOPMENT OF ATTITUDES--THE TRAINING OFFICER MUST KNOW THE COMPANY WITHIN WHICH HE IS WORKING, AS WELL AS MANAGEMENT THEORY AND TRAINING METHODS. THE SELECTION OF TRAINING OFFICERS IS BASED ON A JOB SPECIFICATION, AN OUTGROWTH OF A JOB STUDY, AND A PERSONAL SPECIFICATION. SCREENING AIDS ARE PERSONAL HISTORY SHEETS, INTERVIEWS, MEDICAL CHECKS, DISCUSSION AMONG A GROUP OF CANDIDATES, TESTING, AND REFERENCES. THE TRAINING OFFICER CAN BE TRAINED INTERNALLY OR THROUGH COURSES FROM COMMERCIAL FIRMS. HIS TRAINING PLAN MUST BE A CONTINUOUS REVIEW OF IMMEDIATE AND FUTURE COMPANY TRAINING NEEDS, COSTS, AND BUDGETS, AND ALLOCATION OF RESPONSIBILITY FOR TRAINING. A KEY RESULTS ANALYSIS, WHICH HELPS THE OFFICER REVIEW THE RESULTS OF TRAINING, INCLUDES STATEMENTS OF THE PURPOSE, SCOPE, AND PLACE OF EACH JOB IN THE ORGANIZATIONAL STRUCTURE, THE LEVEL OF PERFORMANCE EXPECTED, THE TRAINING OFFICER'S PERSONAL ACTIVITIES, AND THE LIMITS OF HIS AUTHORITY. (APPENDIXES INCLUDE THE TRAINING SURVEY, SAMPLE JOB AND PERSONAL SPECIFICATIONS, SAMPLE KEY RESULTS ANALYSIS, FIVE CASE STUDIES, AND A READING LIST.) THIS DOCUMENT IS AVAILABLE, FOR 15S., FROM INSTITUTE OF PERSONNEL MANAGEMENT, 5 WINSLEY ST., OXFORD CIRCUS, LONDON W1. (AJ)