Human competence is a vital element for any organization that expects to survive and then thrive. Developing individual performance ability is necessary but not sufficient because trained people alone will not make an organization successful. We must determine what people should deliver and why it should be delivered in order to add measurable…

Discusses personal mastery for organizational change based on experiences used by Learning as Leadership at Fairchild Semiconductor. Topics include individual change leading to more accountability in workplace performance improvement; examining the past to uncover behavioral and communication patterns; creating goals for the future; and taking…

Describes the current state of Japanese human resource development, influenced by lifetime employment and seniority practices, and the emerging system, shifting to long-term and performance-based practices. Addresses critical issues: linkages with business strategies, changes in organizational structure, and new evaluation practices. (SK)

Effective corporate adventure training programs: (1) develop parallel structures between the adventure experience and the workplace (context); (2) consider how the learning will address a company's future needs (continuity); (3) provide learners with valid information and feedback on their actions (consequences); and (4) create physically and…