The authors discuss advantages of self-directed learning as a part of the workplace training process. They describe how to plan and implement a self-directed learning program, covering staffing and resources, preliminary work, and general guidelines. (CH)

Presents a method for determining actual cost of a work-based training program. Includes a case illustration and outlines basic questions that must be answered to determine actual cost. (CH)

Provides guidelines for the instructor's personal conduct and group control. Suggestions for instructor conduct include start on time, look and act like an instructor, speak to be understood, and be prepared. Group control focuses on silent individuals, monopolizers, and sidetrackers. (CSS)

The 1978 Civil Service Reform Act mandates federal executive development. Training policies will change because executive development is now part of the management-oriented Senior Executive Service, which will implement a performance evaluation system. Implications for the employee development community concern program expansion, funding and…

Final of a six part series discusses the idea that the reputation and credibility of training and development is much lower outside the training community than within it. Urges organizational trainers and developers to prove cost effective contributions to their organizations. (LAS)

Presents self-assessment questions in fifteen subcategories: conducting training programs, conducting on-the-job training, training managers and supervisors how to train, applying criteria for selecting program participants, establishing and maintaining resources, using techniques (behavior modeling, role playing, simulation, laboratory training,…