Addresses the question of training transfer; i.e., transferring knowledge gained in training courses back into work situations. States that training staff should systematically analyze course content and identify recipients of proposed changes in order to help course members apply new knowledge. Lists four main practical implications to help…

A problem-centered approach to training can be effective if (1) the goal is to bring about individual and organizational change; (2) the training is an integral part of company strategy; and (3) the problem is relevant to participants, current and pressing, and has corporate commitment to implementation of the solution. (SK)

Discusses six major errors in management development programs. These failures include (1) not tying development programs to strategic considerations, (2) not properly qualifying participants, (3) not using proper training methods, (4) not differentiating group and individual development, (5) not providing posttraining support, and (6) not…

Discusses 10 major school change strategies engaging the author's energy, beginning with training in group dynamics in the 1950s through today's emphasis on school restructuring. Other strategies included innovation diffusion and transfer, organizational self-renewal, knowledge transfer, creation of new schools, supported implementation, local…

This document contains three papers on transfer of training and human resources. "The Effect of Organizational Support, Management Support, and Peer Support on Transfer of Training" (Susan E. Cromwell, Judith A. Kolb) reports on a longitudinal study of work environment factors that affect transfer of training in a university supervisory…