Descriptor
Source
| Training | 8 |
Author
| Clark, Ruth Colvin | 1 |
| Gunkler, John | 1 |
| Hendrickson, John | 1 |
| Littledale, Harold | 1 |
| McNamara, J. Regis | 1 |
| Robinson, James C. | 1 |
| Robinson, Linda E. | 1 |
| Spitzer, Dean R. | 1 |
| Youker, Robert B. | 1 |
| Zemke, Ron | 1 |
Publication Type
| Journal Articles | 7 |
| Reports - Descriptive | 3 |
| Reports - Evaluative | 3 |
| Guides - Classroom - Teacher | 1 |
| Guides - Non-Classroom | 1 |
| Opinion Papers | 1 |
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| Practitioners | 1 |
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Hendrickson, John – Training, 1990
Describes Texas Instruments' (TI) attempt to capture the key skills and personal characteristics of outstanding manufacturing supervisors in a competency model derived from research on high performers. The result was a one-day simulation and assessment center that looks and feels like a day on the shop floor. (JOW)
Descriptors: Assessment Centers (Personnel), Corporate Education, Program Effectiveness, Simulation
Zemke, Ron; Gunkler, John – Training, 1985
Lists strategies designed to help trainees benefit from the actual training program. Pretraining strategies include self-assessment and familiarizing management with training content. Transfer-enhancing strategies include use of lifelike situations and building trigger mechanisms. Posttraining strategies include follow-up letters and chats.…
Descriptors: Followup Studies, Program Content, Program Effectiveness, Self Evaluation (Individuals)
Spitzer, Dean R. – Training, 1982
Methods which ensure trainee followup of skills training are presented. Techniques involve personal action planning, group action planning, multiphase programming, performance aids, recognition systems, resource access, trainer followup, and more. (CT)
Descriptors: On the Job Training, Performance Contracts, Questionnaires, Resource Materials
McNamara, J. Regis – Training, 1980
TRAINS (Training, Resource, Assessment, Intervention, and Network System), which can assist trainers in developing programs with transfer elements in them, is described. It enables trainees to do what they were trained to do, when they are supposed to do it, and where they are supposed to do it through generalized training. (CT)
Descriptors: Needs Assessment, Program Descriptions, Program Development, Resources
Robinson, James C.; Robinson, Linda E. – Training, 1979
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.…
Descriptors: Motivation, Personnel Management, Reinforcement, Skill Development
Littledale, Harold – Training, 1975
An interview with Joe Harless, President of the Harless Performance Guild, on the much talked about technique of evaluating training packages, called front-end analysis. (BP)
Descriptors: Administrative Problems, Evaluation Methods, Interviews, Job Training
Clark, Ruth Colvin – Training, 1986
The author presents nine typical situations where training failed to transfer and tips on how the problem could have been avoided. Situations include rocking the boat, mismatching courses and needs, supervisory slipups, losing track of what training employees need, and no help applying skills back on the job. (CT)
Descriptors: Job Skills, Job Training, Needs Assessment, Problem Solving
Youker, Robert B. – Training, 1985
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)
Descriptors: Behavior Change, Contingency Management, Followup Studies, Industrial Training
