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Carnarius, Stan – Training and Development Journal, 1981
Discusses a thorough, clearly documented, fast way to design training programs. The method is particularly good for programs that are too long, used repeatedly, or involve a series of related programs. (JOW)
Descriptors: Institutes (Training Programs), Program Design, Program Development, Training Methods
Lemons, William L. – Training and Development Journal, 1985
Describes the Productivity Group, created by the Oklahoma State Department of Vocational and Technical Education. The Group boosts small businesses by making available quality management development programs and human resource consulting services. The article discusses program management, costs, and the business community's response. (CT)
Descriptors: Consultants, Consultation Programs, Management Development, Program Administration
Weaver, Miles O.; Connolly, Susan M. – Training and Development Journal, 1988
Consists of two articles that (1) suggest use of the Delphi method for eliciting the recommendations of experts on the content of a meaningful and timely course of study for education and training programs and (2) discuss the importance of linking training evaluation to the processes of design and implementation. (JOW)
Descriptors: Curriculum Development, Delphi Technique, Program Design, Program Evaluation
Tyson, Lynne A.; Birnbrauer, Herman – Training and Development Journal, 1985
Evaluating training programs through the use of checklists is explained. One sample checklist is presented for use by managers, supervisors, and/or evaluators for the program design and developmental process evaluation. Another checklist is presented concerning learning conditions. (CT)
Descriptors: Check Lists, Evaluation Methods, Learning Experience, Program Design
Kram, Kathy E. – Training and Development Journal, 1985
The author offers advice on what organizations can do to enhance the mentoring process. She discusses finding a relevant focus, collecting data about the factors that promote and inhibit developmental relationships, implementing change, evaluating and monitoring impact, and taking the time to involve organizational members in a collaborative…
Descriptors: Cooperation, Data Collection, Employer Employee Relationship, Interpersonal Relationship
Minick, Robert D.; Medlin, Steven M. – Training and Development Journal, 1983
Anticipatory evaluation emphasizes the role of evaluation objectives in planning human resource development programs. In this integrated approach, evaluation begins before the program is designed and continues throughout development and implementation. (SK)
Descriptors: Evaluation Methods, Program Development, Program Evaluation
Putman, Anthony O. – Training and Development Journal, 1981
Discusses the importance of avoiding training programs that look great on paper but do not work well in actual practice. Advocates focusing on the people and not the program or training technology. (JOW)
Descriptors: Program Design, Program Effectiveness, Training Methods
Reich, Larry L. – Training and Development Journal, 1979
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)
Descriptors: Behavioral Objectives, Educational Programs, Industrial Training, Inplant Programs
Clay, Maria C.; And Others – Training and Development Journal, 1985
Four human resource managers present their recommendations for establishing training/human resource development departments. They discuss the following elements: chief executive office support, the role of formal needs analysis, the role of operating managers, market research, and having a sense of teamwork. (CT)
Descriptors: Administration, Administrator Role, Labor Force Development, Marketing
Hultman, Kenneth E. – Training and Development Journal, 1986
Discusses the benefits of behavior modeling, examines the Behavior Modeling Learning Staircase (which illustrates the situational and generic skills that can be developed in a supervisory training program), and describes the role of the trainer. (CT)
Descriptors: Program Content, Program Design, Program Effectiveness, Skill Development
Mirabile, Richard J. – Training and Development Journal, 1986
The author proposes using an action research model to diagnose, develop, implement, and evaluate a career development (CD) program that fits the needs and goals of the organization. Phases of a CD program development plan (data gathering, analysis and synthesis, feedback, program development, pilot implementation, and tracking) are examined. (CT)
Descriptors: Career Development, Data Analysis, Data Collection, Pilot Projects
Berdiansky, Harold – Training and Development Journal, 1985
Describes a field test conducted by the North Carolina Office of Day Care Services to examine the relative merits of telecommunications and traditional training in a realistic setting. Compares costs, time needed for training, and trainees' attitudes. Also discusses location of teleconference centers, content development, frequency of delivery,…
Descriptors: Delivery Systems, Field Tests, Program Costs, Program Development
Sheppeck, Michael A.; Cohen, Stephen L. – Training and Development Journal, 1985
Various types of human resource accounting systems are described and analyzed: asset models, expense models, the utility formula, cost/benefit analysis, and a comprehensive program design. Steps in this last design (e.g., review all jobs in the organization, analyze training needs for targeted jobs, determine training programs that have the…
Descriptors: Cost Effectiveness, Educational Needs, Job Performance, Models
Wilkinson, Harry E.; Orth, Charles D. – Training and Development Journal, 1986
To ensure significant improvement in individual and organizational managerial effectiveness, the design and implementation of soft-skill management development programs need to address the six factors leading to change resistance and the five critical elements that contribute to success. These factors and elements are discussed in detail. (CT)
Descriptors: Guidelines, Job Skills, Management Development, Program Design
Murk, Peter J.; Wells, John H. – Training and Development Journal, 1988
This article provides a flexible systems approach model for planning programs that includes seven steps: (1) assessing needs; (2) establishing priorities and responsibilities; (3) selecting goals and objectives; (4) allocating resources; (5) selecting teaching techniques; (6) evaluating outcomes; and (7) determining effectiveness. (JOW)
Descriptors: Adult Education, Models, Needs Assessment, Program Development
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