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In our first article, we looked at a large number of sources of ineffectiveness and inefficiency in industrial training. Most of the problems are related to the way line managers deal with training questions. To many line managers, it is far from obvious that a great deal of thought needs to be give to effectiveness. But the situation is different in the case of senior management and the management of training departments. They are trying to take measures to improve effectiveness and efficiency. In this article, the second of three, we also express some doubts as regards measures which are popular in those circles.
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