Presents background information about terminology, the extent of corporate commitment to training, and the trainer's role before dealing with programs to train trainers. Recommended are training programs for trainers that provide multiple opportunities for interacting with other people under both simulated and real conditions. (Author/MER)

Examines the consulting process and explains the roles of the client, the internal training and development consultant, and the external consultant. Topics include identifying the need; contracts; training program design and planning; delivery of the training; and evaluation. (LRW)

Discussion of human performance technology (HPT) interventions focuses on requests for solutions to problems that involve conflict between the FEFM ("Fix 'em for me") Virus and the WIIFM ("What's in it for me?") Requirement. Building a relationship of mutual trust and confidence with the client and demonstrating responsiveness…

Discusses time management training based on the theory that it should be a conceptual, psychological, and sociocultural process aimed at the management of self and relations with others. Guidelines for effective time management training are suggested, including supporting social needs, self-awareness, and encouraging creativity. (LRW)

Discusses knowledge engineering, its relationship to artificial intelligence, and possible applications to developing expert systems, job aids, and technical training. The educational background of knowledge engineers is considered; the role of subject matter experts is described; and examples of flow charts, lists, and pictorial representations…

Describes ways that components of Information Engineering (IE) methodology can be used by training system developers to extend Instructional Systems Development (ISD) methodology. Aspects of IE that are useful in ISD are described, including requirements determination, group facilitation, integrated automated tool support, and prototyping.…

Outlines a procedure which training professionals and business managers can use to assess the effectiveness of their corporate evaluation studies. Meta-evaluation is explained; and phases in the training evaluation process, including plan, develop, obtain, analyze, and report, are described based on experiences at Motorola. (Contains two…

Discusses the use of video for training and highlights six areas that should be considered for effective video use: (1) advance preparation by the teachers viewing the video to examine content; (2) preparing the classroom environment; (3) preparing the trainees; (4) presentation issues; (5) follow-up; and (6) securing the system. (LRW)

Stresses the difficulty of "maintenance" of newly learned behaviors by reinforcement and feedback on the job and proposes an alternative means of promoting transfer of training--establishing rule-governed behavior. Some ways of establishing rules in training are listed and discussed, including use of behavior-modeling and other…

Discusses how to design effective user interfaces for computer-based training (CBT) programs. Four types of interfaces are described: presentation, including consistency; conversation, including feedback and flexibility; navigation; and explanation, including online help. A job aid for evaluating CBT interfaces is included. (Contains 13…

This third part in a series of six articles on human performance technology (HPT) highlights four characteristics that are needed for managers to successfully advance from practicing training to practicing HPT, including becoming competent with the technology, understanding the client's business, developing trust and credibility, and being…

This discussion of the types of risks associated with military aircrew training and the varieties of training devices and techniques currently utilized to minimize those risks includes an examination of flight trainer simulators and complex mission simulators for coping with military aviation hazards. Four references are listed. (Author/MER)

The Bell System Center for Technical Education uses a program which trains the subject matter expert (SME) in instructional technology (IT) and the instructional technologist in subject matter understanding. This cross-training is provided in order to encourage effective teamwork between development personnel. (MER)

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)

Discussion of instructional design and team training presents checklists for use in designing team training programs. These guidelines are discussed, and 2 checklists are presented: the teamwork characteristics checklist, contains 30 guidelines; an instructional characteristics checklist, contains 41 guidelines. (10 references) (LRW)