"Not at all," says Mark Nilsson, a young man in the second year of G.E.'s 3-year Financial Management Program. As a trainee, Mark has held positions in the company's Flight Propulsion Division as Supervisor, Sundry Receivables, Accounts Payable, and Supervisor, Cashiering & Management Control and Reporting. His six-month assignments have included supervision of cashiers at G.E.'s Ohio and Massachusetts facilities; cost analysis responsibility on SST and TF39 programs, and responsibility for working funds at G.E. plants in New Mexico, Vermont, and New Hampshire.

In addition to supervisory positions, Mr. Nilsson has conducted one-man assignments in such areas as cost analysis for government proposals. Other training programs currently under way at G.E. include a Manufacturing Training Program and a Marketing Training Program.

Procter & Gamble's highly regarded training program features planned personal coaching instead of the large classroom instruction and menial tasks often associated with a training program. The company's unique approach pays off with some first-class management material.

Although I agree with you that more companies need to overhaul their recruitment practices and training methods, we must not over-generalize because changes are in progress.

Look at more recruitment advertisements, study more literature from more companies. See more companies first-hand. You may be pleasantly surprised.

Sincerely,

Robert W. Galvin

Chairman, Motorola Inc.