Discusses the Chinese commitment to training and human resource development. Describes a department store, the Chinese Enterprise Management Association, a tool factory, and management development centers. (JOW)

Results of a questionaire sent to twenty five firms in Atlanta asking the question: What five major qualifications are you looking for in hiring a management trainee with a college degree?'' (GB)

Compares two training programs in a controlled experimental procedure to demonstrate the value of human relations training. (DS)

Attempts to bring a practical emphasis to the subject of sales training guidance for both newer and more experienced sales trainers. Explores the potentials, procedures, and possible limitations of applying a strategic planning process within corporate sales training functions. (CT)

Author examines the components of behavior that underlie success in management training. (Editor)

Describes the Xerox International Center for Training and Management Development in terms of the physical facilities, sales training, service training, and Xerox instructors. (TA)

If employee development is to reach its dynamic potential in the corporate world, corporations should adopt a lifelong learning approach which considers individual employee growth. Five essential steps to consider when initiating a corporate development program are presented. (WL)

The author defines the term "corporate college" and describes the concerns and characteristics of a typical corporate institution. He discusses why organizations support corporate colleges and presents future trends for these schools. (CH)

A marketing and management professor advocates the use of a marketing approach for industrial training personnel during a period of recession. He states that marketing rather than just salesmanship is needed to promote training programs for lower as well as upper management. (MF)

In supporting training and development, corporate management at General Motors is developing centralized training standards and policies, developing local training functions in divisions, utilizing operating or line people as instructors, and using external education and training resources such as high schools and community colleges. (Author/JB)

Tips to trainers for influencing management to provide employee development programs are presented, with reference to the Fluor Corporation's People Resources Planning Center which the author developed. (MF)

Approaches to career paths and sequence of events are seen from two perspectives, the individualhs and the organization's needs and preferences. (MF)