Provides eight ways for trainers to avoid overloading trainees: prepare succinct reference materials, let learners do more, chunk training, design materials with memory aids, create job aids, build automaticity, give learners "training wheels," and detect and correct overload during training. (JOW)

A company trainer shows some ways of scheduling reinforcement of learning for trainees: continuous reinforcement, fixed ratio, variable ratio, fixed interval, and variable interval. As there are problems with all methods, he suggests trying combinations of various types of reinforcement. (MF)

Sales, service, and production activity training programs might benefit from utilizing the matrixed reference piece, an inexpensive information and reference organizer well adapted to comparative procedural concepts. (Author/LH)

Presents specific methods for trainers to use in conjunction with their supervisory training programs in order to increase the amount of skill transfer that supervisors bring to the job. Methods include developing skill mastery, building confidence, and applying skills immediately. Post-training reinforcement sources for the supervisors are noted.…

Reviews a number of books and films on behavior modification techniques in training and provides names and addresses of publishers. Presents information to give managers and trainers a choice of different reinforcement and feedback mechanisms. (MF)

Describes the Participant Action Planning Approach (PAPA) process that requires each trainee to prepare a list of concrete actions or changes he or she plans to make back on the job once the training program is over. Benefits of PAPA are discussed, including transfer of learning, verbalization, and commitment. (CT)