Analysing Training Evaluation of the Worth of Training (TEOT) data collected in Successive Intervals Scaling procedures makes possible a more realistic assessment of input TEOT data, and enables training executives to improve their decision making at very low cost. (SA)

A new evaluation technique developed by the Life Office Management Association (LOMA) has developed an evaluation form for measuring and improving training effectiveness. (BP)

The program is directed specifically toward providing the basis for granting college credit for learning experiences conducted by business, industry, private organizations, and government. The author studies the program's evaluation, faculty, materials, subject matter, transferability, and site visits to view their implications and foresee…

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

Benefits from in-company training programs depend on the instructor's effectiveness, participant application of theory to practice, and the superior-subordinate relationship. The article focuses on such program to demonstrate results. (Author/JB)

McGraw-Hill's behaviorally oriented multimedia sales training program uses pencil and paper exercises, tape recordings, and role-playing situations. Evaluation of the program indicates improved sales since 1972 when the program was introduced. (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.…

Describes the evaluation process as it was applied at the Life Office Management Association (LOMA)-the first organization to have a nationally conducted adult education program evaluated. Information about other noncollegiate sponsored programs for college credit is also provided. (ABM)

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

Each of four segments (reaction, learning, behavior, and results) in the process for evaluating training programs is analyzed in terms of evidence versus proof of program effectiveness. (EM)

Discusses three ways to gain middle management support for supervisory training: measuring training results, increasing top management commitment for training, and involving management in the training process. Analyzes the degree of support provided by four types of managers and indicates which strategies work best in gaining the support of each…

The results of the study of 30 volunteer trainees suggest that, although trainers have little control over the kind of trainees sent to an external laboratory program and the type of organizations sending them, such control appears unnecessary. (BP)

Discusses the importance of intercultural communication and how training in this area attempts to lower barriers to communication by imparting knowledge and understanding of cultural factors. (WL)

Describes a method to elicit data about the results of a personnel training program so that quality improvements can be made by having trainees' supervisors evaluate the training impact on the job. Also describes cases in different organizations where this approach was used to determine program weaknesses and strengths. (MF)