Stresses the fact that on-the-job training in written communication is a continuous process. Presents a writing curriculum, developed by the Illinois Office of the Auditor General, that offers a planned sequence of learning activities. (PD)

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 new evaluation procedures developed for the Gregg Office Job Training Program. In part 1, the student is evaluated and graded on performance of a specific job. In part 2, the student is graded on 10 areas of job performance, and in part 3, the student writes a brief job description. (CT)

A visually-impaired 17-year-old was videotaped in a work setting before and after vocational training. The videotape was shown to 35 graduate students and student teachers, whose ratings of the student's vocational competence validated behavior changes (e.g., job task accuracy) resulting from the training as being clinically important. (Author/JDD)

In Japan, learning through experience is incorporated into new employee training programs to help prepare employees mentally, physically, and emotionally for the increasingly complex challenges of corporate life. Discusses the year-long training program, corporate handbook revision, work experience, and physical and mental discipline. (CT)

This supervisor's guide to writing job training plans for new employees or for staff taking on new assignments covers the benefits to be expected from written training plans, suggests formats for plans, and includes worksheets for general orientation and job training and ideas for overcoming writer's block. Developed at the University of…

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;…

A self-management training package used in conjunction with a changing performance criterion was effective in increasing the number of steps a profoundly retarded student in a community employment setting was able to perform independently. A four-step model for teaching the severely disabled to manage their own behavior is suggested. (Author/DB)

Counseling mothers of small children in effective growth monitoring and promotion is both an art and a science. Virtually all primary health care programs contain a Growth Monitoring and Promotion component (GMP). It is vital that supervisors and community health workers of GMP programs have a clear understanding of why communication skills are…

A multiuse Comprehensive Occupational Data Analysis Program (CODAP) job analysis is being used to develop training requirements and selection criteria for three interrelated Army civilian logistics career fields. Individual job task lists for the 20 job series within the three career programs were developed. The lists were based on a review of…

The guide, developed by the Secondary Transition and Employment Project (STEP) in Idaho, is intended to provide students with mild, moderate, or severe handicaps with hands-on community work experience in order to determine vocational preferences and to provide instruction in work-related skills, functional academics, and job-seeking skills. Work…

Seven papers address the teaching of self-management skills to disabled persons in supported employment settings. In "Competitive Employment: Teaching Mentally Retarded Employees to Maintain Their Work Behavior," (Frank Rusch and others), external cues managed by job coaches are contrasted to self-generated cues leading to employee self…

The investigation assessed effects of a self-management training program on the production rates of four severely mentally retarded workers. The program comprised self-instructions, goal setting, and self-reinforcement. Results indicated that the program substantially improved the production rates for all workers for up to three months. (Author/DB)

Whether an organization has its own facilities and programs to teach people to perform the jobs necessary to accomplish its purpose, or sends its prospective employees to schools outside its own confines to receive that training, occupational education and training is big business. One problem with occupational training programs is that such…