Presents a fundamental model for designing an evaluation process for the effectiveness of training. Topics include training as a process rather than a program; monitoring effectiveness prior to, during, and after the training event, including feedback; and evaluating cost effectiveness. (LRW)

This discussion of methods of selecting and training present and future staff in business and industry emphasizes importance of the incorporation of senior management's goals and objectives into the process. An example of a Functional Skills Rating Form for use in interviewing is included. (LRW)

Explains how to create job aids that employees will be motivated to use, based on a review of pertinent literature and interviews with professionals. Topics addressed include linking motivation with job aids; Keller's ARCS (Attention, Relevance, Confidence, Satisfaction) model of motivation; and design strategies for job aids based on Keller's…

An important part of the instructional design process involves interviewing subject matter experts (SMEs). Discussion includes three elements of developing a successful working relationship with SMEs: (1) establish rapport; (2) use behavior conducive to gathering information; and (3) conclude the interview on a positive note. (AEF)

Examines the relationship between course developers and instructors in large corporations. Highlights include hiring practices for training department personnel; qualifications sought by the organization; self-report of competencies; separation of responsibilities; job frustrations; role of technology; and management's role in facilitating…

Describes the efforts of Mountain Bell to determine the qualifications for course developers and the four part selection process currently used in hiring personnel. The most important qualities of potential course developers are identified and discussed, including writing, oral, analytical, and management/interpersonal skills. (MBR)