The interview with L. W. Lehr, President of the U.S. Operation of the 3M Company, presents a management view of the company's training and development activities. The activities are based on behavior modification programs and organizational development approaches. (EC)

A set of guidelines for developing trainers into creators, planners, and controllers are presented. These guidelines are offered as a brief refresher to experienced trainers and as fundamentals for trainers new to their job. (Author/DS)

The increasing worldwide use of the metric system is leading the United States into abandoning the English system of measurement and undertaking the monumental task of converting to the metric system. Great Britain offers valuable training experience to the United States with their seven year lead into metrication. (DS)

It is proposed that one of the best ways to sell training is by the objective results of training evaluation. (Author)

Report of an AMA study of the role of participants' expectations in management development and training. (Editor/MB)

The article reappraises initial sales training and presents a program emphasizing objectives, responsibility for training, program content, and teaching techniques. Formal Initial Responsive Sales Training System (FIRSTS) is the name of the program explored and evaluated. (Author/MW)

The second phase--planning phase--in a three-part training evaluation process for organizations, businesses, and/or industry is presented through dramatization and commentary. (Steps in this phase include design, organize, estimate cost, offer options and negotiate, and present findings.) A flow chart traces the entire training evaluation process.…

The first of a ten-part series developed to help instructors conduct training programs more effectively. Covers establishing objectives, identifying the participants, selecting a facility, preparing teaching materials, and keeping records. Includes a preparation and planning checklist. (EM)

Reports the results of survey conducted among private employers and personnel managers in Birmingham, Alabama. (MB)

The Management Training Program (MTP) in the business office at Purdue University has succeeded in helping to prepare women for professional managerial positions. The MTP is another step toward the optimization of human potentialities and resources as it utilizes the skills of both sexes. (KP)

To meet anticipated changes due to growth, the management training department developed an experimental program utilizing a system approach. A thorough evaluation of the program was carried out, and its results, including difficulties, are presented with suggestions for modifications of the approach. (BB)

Presents guidelines for designing a training program having a proper blend of didactic (instruction) and experiential (process) learning methods. Covers two major dimensions to consider in determining the appropriate blend of didactic and experiential methods: utility (how the learning will be used) and the nature of the learning. (EM)

Formalized training and education should be restricted to current job needs, and career development programs replaced with non-formal, voluntary, lifelong educational programs teaching analysis, synthesis, and conclusion-drawing and their application on the job. Goals are: tolerance for ambiguity, flexibility, and ability to operate under…