A South Texas program offers potential entrepreneurs intensive training and help in establishing their own businesses. Its goals are to develop skilled business people, increase the vitality of existing firms, and improve the survival rate of newly established firms. (Author)

The author summarizes the factors she feels contributed to the success of a remedial typing program. (AG)

Discusses the need for training and education in new skill areas. Points out that the right people often do not get the right training. Too often engineers and skilled workers are trained to the exclusion of supervisors and operators. (JOW)

Train the Trainer Program is an extension of the Brotherhood in Action (BIA) Committee in New York City. It functioned as a program from May, 1971 through July, 1972 and consisted of two nine-week courses taught to people interested in more effective job performance in meeting the needs of their clients. Of paramount importance is that the trainer…

A training program for members of the Indianapolis Chamber of Commerce Training Advisory Committee, which is 80 percent small business, incorporated the following features: (1) four hours in the morning; (2) Friday morning programs; (3) $35 per program; (4) series; and (5) low fees to trainers. (JOW)

Courses geared to the needs of managerial and supervisory personnel were conducted through Iowa's fifteen area community colleges as in-service training. Using a discussion format and course manuals, over 2000 people in four years have participated in the program, approximately one-half the number is managerial and supervisory positions in Iowa…

Written by the producer of the workshop, a description of his workshop was used as the basis for a discussion of the effectiveness of videocassettes to stimulate learning in workshop situations. Among several important factors in its success are: keeping the size of the viewing group small; achieving a sense of reality in the taped training…

Asserts that the self-contained classroom is inherently flawed; lost opportunities for growth of students and teachers are associated with solo-delivered staff development programs. Presents characteristics related to successful team trainers. (JOW)

The author discusses various causes behind conflicting data collected from students in the evaluation of training programs. He covers such potential problems as statement misinterpretation, sample size, timing, and placement. (CH)

In a study designed to investigate methods for developing people in a corporate setting, data were collected from 258 male managers. Results indicate that mentoring is a significant predictor of career success for fast-track employees as well as for the steady-track form of career success. (CH)

Due to demographic changes, businesses will become increasingly reliant on the skills and capabilities of older workers. Companies can no longer afford to use economic arguments against employing older workers. (SK)

Discusses the problems of technicians in making the transition to a training position. Describes development of a personal philosophy for technical training. (CH)

The author discusses writing items for a multiple-choice test. Topics include (1) formatting, (2) central theme development, (3) stem revision, (4) distractors, and (5) test validity and reliability. (CH)

Recommends a five-step process for selecting the appropriate program for training administration. Includes selection criteria, a list of programs, and resources and suppliers. (JOW)

When accelerated learning programs succeed, they do so in part because they invoke and integrate skills and basic information, theoretical understanding, and natural knowledge. The trainer must blend these elements appropriately. (JOW)