THIS CHAPTER IN A LARGER WORK ON INDUSTRIAL PSYCHOLOGY DEALS LARGELY WITH THE NEED TO SPECIFY TRAINING OBJECTIVES THROUGH JOB ANALYSIS, USES OF TESTING IN TRAINEE SELECTION, TRAINING VARIABLES AND LEARNING PROCESSES, TRAINING TECHNOLOGY (MAINLY THE CHARACTERISTICS OF PROGRAMED INSTRUCTION), THE EVALUATION OF PROFICIENCY, THE VALUE OF EXPERIMENTATION, AND FACETS OF TRAINING (ORIENTATION AND INDOCTRINATION, VOCATIONAL AND JOB SKILL TRAINING, SUPERVISORY AND MAMAGEMENT EDUCATION, SPECIALIZED TRAINING). MAJOR CONSIDERATIONS IN THE TRAINING PROCESS ITSELF ARE THE PROPER AMOUNT OF REPETITION AND PRACTICE, TASK GUIDANCE BY THE TRAINER, PROMPT REINFORCEMENT (THAT IS, REWARDS CONTINGENT ON OR FOLLOWING FROM CORRECT TASK PERFORMANCE), CORRECT RESPONSE DISCRIMINATION AND GENERALIZATION BY THE TRAINEE, THE EXTINCTION (UNLEARNING) OF UNWANTED RESPONSES, EFFECTIVE TRAINING SEQUENCES, MEANINGFUL TRAINING MATERIALS, THE EFFORT AND THE DEGREE OF PRECISION REQUIRED, THE NATURE OF LEARNING PLATEAUS, THE ROLE OF NEGATIVE REINFORCEMENT, MOTIVATION, ACTIVE LEARNING, AND THE TRANSFER OF TRAINING TO NEW TASKS. THE DOCUMENT INCLUDES TWO TABLES, SUGGESTED READINGS, AND AN EXAMPLE OF A PROGRAMED TEXT. THIS DOCUMENT IS INCLUDED IN INDUSTRIAL PSYCHOLOGY, BY B. VONHALLER GILMER AND OTHERS. AVAILABLE FROM THE MCGRAW-HILL BOOK COMPANY, NEW YORK. (LY)