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…

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)

Explains a model that can be used for debriefing after a highly interactive training activity such as role playing or simulation games. Elements of the model include (1) general decompression; (2) factual information from the activity; (3) inferences; (4) transfer, i.e., from the activity to real world situations; (5) generalizations; and (6)…

Outlines procedures for creating tests of knowledge that are consistent with training instruction by using test question formats. General patterns and specific question formats for recall, recognition, and application are given, and examples for creating sets of equivalent test questions are provided. (LRW)

Explores the nature of the differences between end-of-training behavior and job behavior, the means by which end-of-training behavior is produced, and ways to minimize problems with the transfer of learning from off site training programs to the job. (Author/LLS)

Describes a collection of techniques used to increase use of skills learned in a training program for the staff of a motor freight common carrier company; briefly summarizes nature of the training program, its rationale, target population, content and delivery methods; and summarizes the training program's effects on employee performance. (MBR)

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 two experiments: the first was conducted to measure the effects of written instructions given overtly in role-playing test sessions and covertly in an on-the-job performance review; the second successfully replicated the effects obtained during role-playing in the first and rated effectiveness of the performances. References are listed.…

Discusses orientation of present educational and training systems toward preparing individuals for specific jobs; outlines disadvantages of this approach relative to current employment trends; and describes an alternative training approach, the assembly model, which identifies similarities among jobs so that skills learned in one field can be…

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)

Defines and discusses self-training systems and explains strategies for successfully implementing such systems. Highlights include marketing the program; budgeting for the program; preparing the program administrator; preparing the learners, including motivation and resource availability; monitoring progress; and enhancing transfer of training.…

Describes a process for evaluating the effectiveness of formal courses or segments of training instruction, including lessons or modules. Topics discussed include focusing on objectives; objective and test item evaluation; on-the-job training; task levels; transfer of training; presentation evaluation; and evaluation of instructional…