Focuses on some important aspects of managing training activities, such as arranging program logistics, obtaining/hiring program resource people, preparing budgets and plans, training and supervising personnel and managing leadership. (CSS)

Presents a method for determining actual cost of a work-based training program. Includes a case illustration and outlines basic questions that must be answered to determine actual cost. (CH)

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)

To design a learner-centered training process, the author emphasizes focusing on the creative artistry of people and the logic of human beings. Lists sixteen key skills designers should obtain to design and develop training programs. (CSS)

Compares traditional and modern assumptions regarding (1) purpose of education, (2) nature of education, (3) environment conducive to learning, (4) professional development, (5) educational responsibility and (6) nature of adult learning. From modern assumptions in each of the six areas draws implications for professional organizations. (CSS)