This paper reviews the various matching model (aptitude-treatment-interaction) strategies that might be used in human relations training (HRT) settings. The introduction provides a definition of matching models, discusses the need for a matching model approach in HRT, identifies certain assumptions about HRT, and provides an overview of the rest of the paper. Each of the five types of matching models is reviewed. The utility of each model in the HRT setting is discussed, and specific examples of HRT applications of the models are provided. The history of matching model research is briefly reviewed, including the best approach for HRT, i.e., the capitalization model which calls for a training design that capitalizes on the participants' strong points. (Author)