Describes the Cost and Training Effectiveness Analysis (CTEA), a model adapted from military training development that facilitates the systematic definition and evaluation of alternative training approaches. The relationship of CTEA to front-end analysis is discussed and the four phases of CTEA, which lead to selecting the best training solution,…

This report presents the results of a demonstration of the cost effectiveness of supervisory and management development training, and it outlines a model that will permit practitioners to conduct a definitive analysis of the financial value of training. The purpose of the study was to predict potential Return on Investment (ROI) and measure the…

Discussion of instruction and training to introduce new ideas and to improve performance focuses on the presence of conflict and the theory of games. Topics discussed include learner participation; Theory X; Theory Y; and Theory Z; and game rules, including control, scoring, changing rules, and ending the game. (25 references) (LRW)

Describes six methods that can make mandatory training sessions more successful, including the use of icebreakers; emphasizing relevance; maintaining training focus; the use of humor; providing practice; and the use of evaluations. (LRW)

Discusses the need for training curriculum to be integrated with business objectives to provide the right employees with the right skills at the right time. Line management requirements are described; training and development requirements are examined; the training and development organization is described; and keys to success are considered. (LRW)

Describes a tool for trainer self-development called "mental rehearsal." The process uses mental images (visualization) to practice trainer behavior prior to the actual training session. Trainers use mental rehearsal for: (1) physical relaxation, (2) positive thinking, (3) mental and physical readiness, (4) verbal and nonverbal instructional…

Discusses the use of role plays in training for human communication skills, sales skills, and management skills. Rules for the application of role plays are given, steps in designing role plays are described, typical role play structures are explained, and materials for instructors and participants are discussed. (LRW)

This last in a series of articles describing IBM's Opportunity Management Program focuses on the transfer of training programs to different cultures. Problems with translating materials into other languages are discussed, helpful attitudes are suggested, continuity is considered, and an overview of all the articles in this series is provided.…

Describes a hypermedia system, HSYS, that was developed by the Idaho National Engineering Laboratory to investigate human performance in technologically complex operational settings, i.e., nuclear power plants and offshore oil platforms. Three subsystems are explained: (1) a knowledge base; (2) an embedded training module; and (3) an advisory and…

Studied the effectiveness of a five and one-half day workshop and an alternate three and one-half day workshop on organization development in developing a more democratic style of leadership in Illinois park and recreation supervisory personnel. The shorter workshop resulted in a more positive leadership style change than the longer one. (JJD)

Examines the change in professed attitudes of supervisory personnel in a southeastern state's government agencies toward employee grievance procedures after a workshop training program. Results of a questionnaire administered four months after the workshop show that a positive attitude towards grievance handling persisted. (JJD)

Describes changes in the training system at the U.S. Coast Guard Training Center in Petaluma (CA) that improved the effectiveness and the efficiency of training. Topics discussed include the Instructional Systems Design (ISD) methodology; the process of change; curriculum development; criterion-referenced instruction and testing; cost…

Describes a method for training technically qualified personnel to become competent instructors for corporate and industrial training programs. The method identifies 24 teacher behaviors that promote effective learning, and a copy of an Instructor Feedback Observation Form which includes these behaviors is provided. (two references) (LAE)

Describes a performance engineering model used to design an effective implementation system for a supervisory training program. Highlights include a discussion of management participation, an implementation planning matrix, a flow chart of the implementation process, and a form for field trainer follow-up. (LRW)

Describes the case study method as a form of simulation and presents guidelines for their use in professional training situations. Skill development in problem solving is highlighted as a reason to use case studies; steps in creating a case are outlined; and the effectiveness of case studies is discussed. (LRW)