The prevalence of staff turnover varies across organizations and industries. Dependent upon the organization’s business requirements and activities, staff turnover may have little or significant effects upon organizational productivity. In an effort to mitigate the negative effects of loss of skilled and experienced employees, companies may implement a number of human resource management strategies. This dissertation (assuming that the conditions that give rise to the rate of staff attrition are fixed), addresses the challenge to optimise a training and induction programme that would accelerate newcomer development so as to minimise periods of reduced productivity. An ethnographic study was conducted, using the sales department of an IT distribution company as the participant group. The literature survey yielded information in the broad areas of individual learning, induction and knowledge management within an organizational context. The concepts that emerged from the theory offer insight into individual learning styles and assists both the individual’s personal capacity for development.