Key elements to ensure the effectiveness of training include (1) systematic development of instructional materials; (2) a means of preparing trainers; (3) techniques to transfer training to job performance; (4) materials to support administration and management of trainees; and (5) systematic measurement of program effectiveness. (SK)

Attempts to bring a practical emphasis to the subject of sales training guidance for both newer and more experienced sales trainers. Explores the potentials, procedures, and possible limitations of applying a strategic planning process within corporate sales training functions. (CT)

Discusses the problems of foreigners learning to use complex equipment whose technology is formulated in English. "Pre-technical English" has been developed to implement international training programs. A major problem is the difference in learning processes among countries. The author suggests a program outline, including design and…

The author defines self-instruction as any training method in which the trainee has control over the pace and to some extent the conditions of his learning. He discusses requirements for application of self-instructional methods: knowledge component isolation, material relevance, adaptable entry point, knowledge transfer exercises, feedback…

Discusses seven strategies that program developers and trainers can use to produce more rapid acquisition, retention, and transfer of work skills, including: discover basic skills and concepts; analyze, define, and field test; produce and verify mastery; teach basic skills and general principles; teach trainees both correct and incorrect examples;…

Bridging the gap between the classroom and on-the-job application has been a growing concern to the sales training profession and of sales managers. "Curbstone Coaching," an on-the-job program in which sales managers train their sales representatives in selling skills is a possible solution. (JOW)

Six steps to successful needs analysis are (1) collect information about the organization, (2) identify potential training opportunities, (3) conduct a performance audit, (4) select and test content areas, (5) determine the required skills, knowledge, and abilities, and (6) verify this information against the organization's issues and goals. (SK)

Outlines a procedure for designing an industrial skills training program in which the trainer prepares a job analysis by actually learning about the job duties and equipment; writes instructional objectives for each equipment section; and combines sets of job photos, scripts, objectives, and other information into a study guide for trainees. (MF)

Training methods which affect the mind, body consciousness, values, and purpose of life, according to this article, include biofeedback, extrasensory perception, Yoga, transcendental meditation, and Zen. The article describes some elements common to these systems, lists a number of the systems with their costs, and gives some considerations in…

An integrated approach to technical training in developing countries includes five components: vocabulary selection, methodology selection, pretechnical English, on-the-job training, and quality assurance. Other important factors in international program design are assessment of student learning styles and consideration of cultural attitudes and…

Describes a process known as behavior modeling, used by more than 300 companies to train managers and supervisors by showing videotapes of company managers effectively motivating others in a variety of situations. Participants rehearse the modeling behavior and apply the skills to the job. Includes an actual model script. (MF)

Stating that there is a difference in acceptable behavior for female and male trainers, the author offers guidelines for constructive classroom leadership styles for women. She describes the most frequent problem areas (establishing authority, the feminist issue, use of humor, and profanity) and how to deal with them. (MF)

Outlines problem-solving steps and describes force-field analysis as a technique for diagnosing human resource development/training problems and needs. (SK)

The author presents suggestions concerning the use of video in training programs. Suggestions involve viewing angles, use of humor or animation, models, subtitles and repetition, note taking, feedback, number of viewers, visual and auditory distractions, and use of data. (CT)

Reviews 10 steps which serve as guidelines to simplify the creative process of producing a video training program: (1) audience analysis, (2) task analysis, (3) definition of objective, (4) conceptualization, (5) visualization, (6) storyboard, (7) video storyboard, (8) evaluation, (9) revision, and (10) production. (LRA)