Author outlines two basic session plans and sets down guidelines for a successful training program. (Editor)

The project training design presented is an integrated approach to management development aimed at optimizing the transfer of training back to the work situation. This design combines some of the effective elements of classroom learning and job-based learning systems. (KP)

Discusses methods of evaluating training programs. Includes five ways to evaluate supervisory training, how to collect data, ways to administer questionnaires, responsibilities of those who supply training programs, and criteria for good evaluations. (CT)

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)

Discusses the experiences of two T Groups who, after having worked together, separate and select a leader for each group. During tests, these leaders are exchanged resulting in different reactions. (EK)

Projects a greater degree of success in developing management abilities in trainees by modifying and controlling human behavior. (EK)

Describes a program in which industrial supervisors attended training sessions to improve their report writing skills. Training methods were based on case studies and included role plays and simulations. Suggestions for improving the program are included. (CT)

A supervisory training program shows how classroom training results help predict potential foreman success. (Editor)

Unless education transfers back to the job, training is wasted and its value questioned. This article examines resistance to transfer and provides strategies for building transfer into training design. (CT)

Twelve ideas to produce technical training faster, make it longer lasting, and more cost effective are examined. They include performance improvement analysis, cause analysis, observing actual performance, concentrating more on the stimuli, considering alternatives to training, stating terminal behaviors for training programs, and using feedback…

The author discusses advantages and disadvantages of computer-based training. She covers the search for high quality courseware, computers' effects on cognitive processes, the difference between classroom and computer-based training, using simulations, control of the learning experience, and the value of repetition. (CH)

The article deals with the theory that the educator as internal consultant has the responsibility to persuade today's management not to choose tomorrow's leadership on the basis of yesterday's standards. (Author/EK)

The author presents strategies, taken from recent research on effective teaching, that worksite-based trainers may find useful. He covers such areas as (1) course structure, (2) curriculum, (3) classroom climate, (4) structured momentum, (5) guided practice, and (6) targeted individualization. (CH)

Closed Circuit Television (CCTV) when applied to an instructional training system, can be used to upgrade industrial trainers on good classroom behavior. (Author)