An approach to building an effective training and development (T&D) process within postsecondary institutions is described. The process involves three distinct phases: developing an inservice skills training program, institutionalizing an on-the-job career development process, and conducting organizational development activities. The focus of the skills training phase is individual performance, while the career development phase focuses on supervisory role performance. During each phase, successful T&D managers understand organizational realities, and set goals and allocate resources accordingly. Management concerns during the inservice skills training phase include: program design, marketing, logistics, and preparation of the trainer. During the introduction of career development, the T&D manager must work with: top management to develop personnel policies and procedures, supervisors to inform them about staff development techniques and employee problems, and union and employees groups to build support for career development programs. Organizational development activities of the manager include collecting data about performance and planning for change. Problems that occur in each phase and strategies that the T&D manager might follow are also discussed. (SW)