Any organization with a comprehensive training program has a leadership development curriculum. These programs include everything from conventional classroom learning with guest speakers to high-tech simulations and lavish retreats. There also may be mentorship thrown in, as well as multiple job rotations. Despite the well-rounded curricula, many…

Who isn't familiar with McDonald's? Its golden arches are among the most recognizable brand icons in the U.S. What many are less familiar with is the methodical and distinguished learning and development that supports that brand. Training that begins by preparing employees to serve customers at the counter, and extends to programs that help…

Presents a series of articles on training trainers. Sample articles include (1) course description and objectives for train the trainer activities and (2) questions trainers should consider in soliciting participant feedback. (CSS)

In a competition, 12 teams converted a PowerPoint presentation into an e-learning course. The results were judged on ease of use, use of rich media, interactivity, and innovation in the conversion process. (JOW)

Discusses the time involved in developing training packages. Indicates that contributing factors will vary among companies and offers several rules of thumb to determine the magic number. (JOW)

Offers steps for selecting and creating Web-based learning materials: (1) assess in-house development capabilities, (2) assess learning needs, (3) assess audience's equipment, and (4) test. Includes a list of online course development and delivery systems. (JOW)

Six experts discuss four major criticisms of the instructional systems design model: (1) it is too slow and clumsy to meet today's training challenges, (2) it has no substance; (3) used as directed, it produces bad solutions, and (4) it clings to the wrong world view. (JOW)

The authors attempt to answer the questions how long?, how many?, and how much as they pertain to the development of training materials. The answer they found most often was "it depends." (CH)

Use of games in computer-based training (CBT) can enliven material, encourage discovery and experiential learning, and make visceral connections for learners. However, humor can offend or wear thin, and games can be perceived as playing rather than as learning. (JOW)

Describes how several companies changed their training programs to meet increasing worker education needs. Discusses how technology was used to design instructional materials. (JOW)

Describes a curriculum management approach to training that ties together employee career development, current performance needs, and future business plans in order to provide a coherent planning system for the conduct of industrial training. (LRA)

The authors discuss research findings concerninq the potential of computer-assisted instruction in training programs. Research studies concerned levels of skill acquisition, retention of learned materials; and cost effectiveness. (CT)

Typical on-the-job training is unstructured, inconsistent, and slow, yet it accounts for about 80 percent of learning that will occur on the job. More time should be devoted to planning problem-centered training programs and less to formal training. (JOW)