Purpose: The purpose of this paper is to demonstrate that training designers can, and should, account for organizational culture during training needs assessments. Design/methodology/approach: Utilizing the approach and arguments in Giddens' structuration theory, the paper conceptually applies these tenets to training and development programs…

A form of occupational analysis called DACUM (Developing a Curriculum) and its advantages in course development and performance assessment are discussed and specific suggestions on conducting a DACUM session are provided. (CT)

The author describes how the best training functions operate and what is responsible for their substantial contribution to their organizations. He discusses awareness of the mission, goals, and needs of the organization; line management commitment; emphasis on practicality; using multiple sources; consistent delivery; and evaluation of results.…

Examines the organization of quality circles in Italy, the training aspect of these quality circles, and advantages and limitations of quality circles. For successful circles, the author recommends a feasibility study by qualified consultants, an experimental pilot project confined to certain parts of the company, and a fully informed management.…

Describes the New Zealand School of Training for Trainers, a national program. Topics include design, development, and management of the program; courses offered; and teaching techniques employed. (CH)

Purpose: The purpose of this article is to evaluate the diffusion of and user response to an information technology support system (ITSS) which was designed to facilitate inter-organisational coordination and collaboration in the professional development of officers employed by local authorities (LAs). Design/methodology/approach: An action…

Eight steps of the skill training process and 10 rules of learning psychology are discussed as techniques for increasing training effectiveness. The eight steps are: include preevaluate, plan, prepare, present, perform, practice, evaluate performance, and follow up. The 10 rules concern motivation, use of the senses, receptivity, association,…

The author focuses on training practices in Nigeria. Discussion centers on the general approach to management and supervisory training, with particular attention to (1) characteristics of training programs for small, medium, and large companies and (2) the procedures used to arrive at training plans and needs. Evaluation practices are also…

A competency-based systems approach to job training is presented that ensures that trainees are taught the knowledge and skills essential for successful job performance. The procedural model for this instructional system is comprised of five phases: analyze, design, develop, implement, and control. Each phase is described in detail. (CT)

Purpose: To investigate how modern or traditional are the current roles of South Australian HRD practitioners in the context of present-day work organisations. Also, how are their roles related to the organisational context in which they operate? Design/methodology/approach: The study is a replication of two prior qualitative empirical studies…

Purpose: The notion of effective strategic alliances provides the basis on which this paper proposes a framework to manage the application and outcomes of management learning. The management of key partner collaboration emerges in this paper as a major success factor in determining effective management learning. A proactive structured approach to…

Because of its poor labor relations and consequent public image, New Zealand's meat industry asked the University of Otago to provide management training. Describes difficulties in developing effective training acceptable to the industry, the compromise workshop approach involving questionnaires and diaries, and the workshop's qualified success.…