Presents results of a national survey of training and development executives concerning the state of U.S. employee training. Examples of the topics covered by the survey include corporate philosophy, staffing considerations, needs assessment, training participation, program topics, methods and materials, and program evaluation. (CT)

Discusses the problems of technicians in making the transition to a training position. Describes development of a personal philosophy for technical training. (CH)

Issues currently affecting employee training are the impact of high technology, worker adaptability, the communications revolution, job satisfaction, underinvestment in human capital, demographic shifts, and interest in productivity improvement. (SK)

Discusses self-management of professional development activities. Defines professional development, discusses information resources available to the professional, and gives suggestions for planning professional development activities. (CH)

Suggests using Kirkpatrick's four-point framework to design evaluation of training programs. The points are (1) trainee reaction to the course, (2) trainee learning, (3) trainee behavior on the job, and (4) organizational results. (CH)

The authors discuss how training managers can deal with functional illiteracy among their worksite students. Recommendations include (1) understand the reading process, (2) use directed reading activity, (3) determine reading level of materials and trainees, and (4) investigate alternative materials. (CH)

Discusses the application of satellite information delivery to training. Describes a new trend, horizontal programming. Also discusses vertical programming and in-house production of training materials. Lists vendors of satellite-based training. (CH)

The author discusses advantages and disadvantages of computer-based training. She covers the search for high quality courseware, computers' effects on cognitive processes, the difference between classroom and computer-based training, using simulations, control of the learning experience, and the value of repetition. (CH)

Results of a study conducted by Purdue University concerning the use of computers by supervisors in manufacturing firms are presented and discussed. Examines access to computers, minicomputers versus mainframes, training time on computers, replacement of staff, creation of personnel problems, and training methods. (CT)

The author defines productivity and discusses ways to increase productivity in the workplace, with emphasis on human resource development (HRD). He discusses the use of quality circles, participative management, and layoffs to increase productivity. (CH)

Four authors who have experience with contract training present their recommendations for those who want to become contract trainers. Topics covered include program design, audience analysis, and marketing the trainer. (CH)

The author discusses application of Del Gaizo's four-level evaluation model to a business communications skills course for support and secretarial staff. The four measurement levels are (1) happiness, (2) learning, (3) practical application, and (4) bottom line. (CH)

The author defines the term "corporate college" and describes the concerns and characteristics of a typical corporate institution. He discusses why organizations support corporate colleges and presents future trends for these schools. (CH)

The author discusses using computer-based coaching to help employees apply their training on the job. He distinguishes between coaching and computer-based training and provides some examples. Some issues that training managers must consider before implementing computer-based coaching are presented. (CH)

The authors focus on issues related to the continual use of video display terminals in the office, including safety and health regulations, potential health problems, and the role of training in minimizing work-related health problems. (CH)