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)

Changes in the postindustrial era are forcing people to rethink goals, strategies for working, and how they organize to accomplish these aims. Innovations can reshape staff development programs, For some organizations, these times offer opportunities for "training not as usual." (JOW)

Questions and answers from the book "Guidelines for Robotics Program Development" are presented, addressing some of the major issues confronted by the person setting the direction for a robotics training program. (CT)

Discusses how to develop and implement an open learning program when there are materials available but no trainers to use them. (JOW)

Describes learning objects, also known as granules, chunks, or information nuggets, and likens them to help screens. Discusses concerns about how they can go wrong: (1) faulty pretest questions; (2) missing links in the learning object chain; (3) poor frames of reference; and (4) lack of customization. (JOW)

The author describes how the best training functions operate and what is responsible for their substantial contribution to their organizations. He discusses awareness of the mission, goals, and needs of the organization; line management commitment; emphasis on practicality; using multiple sources; consistent delivery; and evaluation of results.…

The author suggests that training program developers be upfront about the training purpose, be sure the training creates a positive experience for trainees, consider not only what happens during the training, but what occurs before and after, and ensure that program content is something the trainees will choose to put into practice. (CT)

Current training in writing for business and industry usually takes the form of short courses. However, the short course is an inappropriate way to teach writing because it is inefficient, represents writing behaviors or strategies inappropriate for some writers, rarely allows time for adequate criticism and revision, presents too much material in…

This paper presents an outline for a plan for increasing OCLC cataloging statistics in the monograph cataloging unit of a medium-to-large academic library, along with the evaluation process used to achieve this goal. The focus of the plan was on a group of upper level paraprofessional staff. First, OCLC cooperative cataloging was redefined to…

Four training experts are interviewed regarding developing training programs on an unfamiliar topic. They all said: teach yourself first, determine the needs to be met, and use the experts. They disagreed on the degree of knowledge a trainer should attempt to achieve and the types of resources trainers should use. (CT)

Skillful instructors in combination with well-designed and appropriate training programs are critical links in improving employee performance and increasing organizational productivity. Training directors use a variety of strategies to prepare competent, confident, and resourceful instructors. The author presents the essential factors to be…

The author points out that the experiences of women and children closely affect each other, yet in development programs over the past 20 years projects have been designed either for one group or the other--but seldom with both in mind. She provides examples of successful programs that focus on both groups. (CT)

Discusses the value of training interventions for performance improvement based on the author's experiences with various training events. Topics include making clear expectations; accomplishment-based project planning; understanding performance problems; and participant learning and instructional benefits. (LRW)

Recounts the historical development of catechesis formation and training of catechists in Lansing, Michigan. Narrates the development in 1991 by the Diocesan Office of Catechesis of a committee of principals, directors of religious education, coordinators of youth ministry, and staff people to address catechesis formation concerns and to revise…

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)