Looking to the long term

In the Anglo‐Saxon world, “to manage” often means “to make do” or “to get by ”, rather than “to be in charge of” or “to exercise control over”. This is commonly seen in the management of training and development, which too often takes the form of a piecemeal response to specific problems. There are, of course, alternatives. One is the German, centralist model. Another, which operates at the level of individual companies, involves constructing training and development policies alongside the business plan. Explores this strategic approach to human resources development.