GENERAL PHILOSOPHIES OF/AND DISCUSSION ON OFFICER RECRUITMENT AND TRAINING ARE PROVIDED, AS ARE A FEW PRACTICAL IDEAS ON PLANNING FOR TRAINING. THE PAPER SUGGESTS THAT, ALTHOUGH CONTROVERSIAL, PSYCHOLOGICAL AND PSYCHIATRIC TESTING CAN ENHANCE THE LIKELIHOOD OF SELECTING WELL-INTEGRATED, PROPERLY MOTIVATED, AND EFFECTIVE PEOPLE INTO POLICE WORK, A REASONABLE SALARY, GOOD BENEFITS, AND REASONABLE CHANCES FOR PROMOTION WILL AID RECRUITMENT. PRODUCTION OF AN OFFICER WHO CAN TAKE ORDERS AND ACT AS A GROUP MEMBER, WHILE BEING ABLE TO SHOW INITIATIVE AND WORK INDEPENDENTLY, REQUIRES GOOD RECRUITMENT FOLLOWED BY GOOD TRAINING. THE TRAINING MUST PERMEATE ALL LEVELS OF THE FORCE AND INCLUDE PRACTICAL POLICE TRAINING, PRINCIPLES OF HUMAN RELATIONSHIPS, REPORT WRITING, FINANCIAL MANAGEMENT, EFFICIENCY PROGRAMMING, PRINCIPLES OF PLANNING, AND PRERETIREMENT PLANNING. DEVELOPMENT OF EFFECTIVE PERSONNEL IS HELPED ADDITIONALLY BY ON-THE-JOB TRAINING, EXTERNAL COURSEWORK, AND VISITS TO POLICE CENTERS OF SPECIAL INTEREST. NEW TRAINING AND RECRUITMENT METHODS SUCH AS THE NEW POLICE ENTRANCE TEST AND THE INTRODUCTION OF A PERSONALIZED SYSTEM OF INSTRUCTION HAVE RAISED THE STANDARDS OF THE AUSTRALIAN FORCE. HOWEVER, THE TRAINING PROGRAM IS EXPENSIVE, AND MUST BE WELL PLANNED. IT HAS FIVE STAGES: ASSESSING NEEDS AND RESOURCES IN RELATION TO NEEDS, PLANNING THE TRAINING ACTIVITY, CONDUCTING IT, EVALUATING THE ACTIVITY, AND IMPROVING UPON IT.