Sales training programs require continual evaluation. The authors present a conceptual model of the interrelationships of planning, training, evaluation, and modification (IPTEM) in corporate sales training programs. (CT)

Discusses four approaches to assessing training effectiveness and efficiency: resource requirement models, life cycle models, benefits models, and productivity models. Examines different ways of addressing the cost/benefits issue which could be useful in a particular training situation. Each model is analyzed in detail. (CT)

The author states that developing successful managers demands a more integrated, individualized process that provides job assignments, role models, and other workplace "events" that develop key management competencies. She lists these competencies as technical or business knowledge, people skills, meeting the demands of assignments, and surviving…

This article focuses on how the training dollar is spent, by line item, within a cost model structure. Items discussed include instruction, travel and per diem, instructional material, facility use, administrator salary and fringe, organization costs, and lost salary time. Use of the model for cost analysis also is examined. (CT)

An accurate needs assessment process is essential in designing effective career development systems. This model helps to guarantee a high-quality needs assessment. It provides a basis for conceptualizing an ideal system for a particular organization, for describing what currently exists, and for identifying gaps between the real and the ideal. (CT)

Two organization development consultants describe and evaluate the two basic consulting methods, the process-consultation model and the doctor-patient model, and provide "readiness" criteria checklists for both the client and patient models. They state that each consulting approach has its place, depending on situational factors. (MF)

An approach is presented which uses the sociotechnical systems concept and a generic planning model as a guiding perspective in the implementation of computer-aided design and manufacturing technologies. (CT)

The author argues that most work environments still conform to a hierarchical, bureaucratic pattern--an outdated system. She urges a move to a more andragogical model. The author discusses bureaucratic structure, organizational culture, the influence of leadership, the quality of learning at the workplace, and the employer-employee relationship.…

Presents general systems models (ballistic system, guided system, and adaptive system) and an evaluation matrix to help in examining training evaluation alternatives and in deciding what evaluation is appropriate. Includes some guidelines for conducting evaluation studies using four designs (control group, reversal, multiple baseline, and…

The Instructional Systems Design model is presented. Phases of the model are explained. They are: (1) analysis (organizational, learner, and job needs, and evaluation); (2) design (objectives, specifications, strategies, evaluation); (3) development (evaluation, tests, media, materials); and (4) implementation (instructor characteristics, training…