Describes an on-the-job training program that contains seven major steps: obtain executive support, identify departments relevant to the target job, develop performance competency lists and measures, determine a training schedule for each trainee, assign a mentor to each trainee, develop a training manual, and develop a trainee and supervisor…

This article provides a flexible systems approach model for planning programs that includes seven steps: (1) assessing needs; (2) establishing priorities and responsibilities; (3) selecting goals and objectives; (4) allocating resources; (5) selecting teaching techniques; (6) evaluating outcomes; and (7) determining effectiveness. (JOW)

Describes a line manager's successful attempt to design an autonomously run plant. The author discusses the assembly of a team of workers to develop the plant, product design, characteristics of the team members, the employee reward system, role of the plant manager, and the manager's evaluation of the plant's success. (CT)

Four training experts are interviewed regarding developing training programs on an unfamiliar topic. They all said: teach yourself first, determine the needs to be met, and use the experts. They disagreed on the degree of knowledge a trainer should attempt to achieve and the types of resources trainers should use. (CT)

The choice between a long-range executive development program and an MBA degree program for training business executives should be made by carefully weighing the advantages and disadvantages of each as they relate to the background capabilities and aspirations of the individual. (DS)

Skillful instructors in combination with well-designed and appropriate training programs are critical links in improving employee performance and increasing organizational productivity. Training directors use a variety of strategies to prepare competent, confident, and resourceful instructors. The author presents the essential factors to be…

Helps organizations determine if they are ready to begin a human resource planning program which requires the organization to analyze current and future personnel requirements, to develop an internal support system providing sound performance management programs, and to develop internal support systems for managing employee careers. (CT)

A case study of the Devils Lake Manufacturing Corporation (a successful enterprise between the Brunswick Corporation and the Sioux Indians on the Fort Totten Indian Reservation) is discussed. It shows how the thorough training of operative employees in a minority enterprise has been a factor in the organization's success. (Author/BP)

The State of Washington has embarked on a pilot project that meets the requirements of the revised 1972 Affirmative Action Act (which stipulates that employers must develop career counseling and remedial training programs for employees) by initiating a career development project for women through its Civil Service Commission. (Author/BP)

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…

This second of five articles on how to plan and implement a supervisory training program focuses on determining needs and establishing objectives. Discusses twelve approaches for determining supervisory training needs. Includes a figure presenting examples of three types of behavioral objectives: knowledge, skill, and attitudes. (EM)

Presents a case study describing a program design model and implementation of a conference to facilitate the personal and professional growth of training and development professionals who have been working in the field for at least five years. (EM)

Outlines a methodology that enables managers to translate the basic principles of human resource strategy into pragmatic and concrete action programs. The methodology includes providing framework for strategic decision making; ensuring linkage between corporate, business, and human resource strategies; conducting audit of the human resource…

In order to make an efficient and effective contribution to learning, audiovisual media must be designed to fit the situation, not vice versa. The effectiveness and efficiency of media are discussed, along with the skills required by a good media specialist. Marketing the media contribution is also explored. (CT)

The authors studied 50 organizations to find which have the most successful career development programs and why. The results are codified into 12 principles, including stay specific, tailor program to culture, build from a conceptual base, formalize, design multiple approaches, co-design and manage the project, ensure top management support, and…