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)

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)

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)

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)

The authors propose three forms of interaction for computer-assisted interactive video: reactive, coactive, and proactive. The three relate to the degree of control that the user has over program content and structure within the capabilities of the technology. Each design is explained at length. (CT)

Stating that the trainer's ultimate goal is to help trainees make beneficial behavior changes on the job, the author presents models for trainers to use in teaching communication-skill formulas. She discusses three areas necessary for the successful application of communication skills: knowledge, practice, and valuing. (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…

The authors present an alternative model for training in organizational development (OD) which differs from other such models by being eclectic, inexpensive, and applicable to participants with varying degrees of experience. A design for a training laboratory is elaborated and related to theories about OD and about learning processes. (SK)

Job enrichment and morale building should begin with new employee orientation. The systematic orientation program outlined here ensures that individual needs for self-esteem can be reconciled with organizational goals, and provides the basis for satisfying employer-employee relationships. (SK)

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…

Stating that management training programs usually contribute little to organization results because they focus on improving personal characteristics, the authors describe a training and development strategy and training design to produce performance-improvement results. Programs using this strategy are described. (MF)

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;…

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…

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…