Instead of training staff to deal with problems, organizations need to recognize the problems and change to solve them. Training departments are changing to include organizational development to facilitate teams, design work processes, and get out where the real work happens. (JOW)

This paper deals with a case study of Management Development (MD) practices at Malaysian Assurance Alliance (MAA). The aim of this research is to investigate how a large Malaysian insurance corporation developed and integrated MD initiatives with current organizational needs and tasks. Attempts were made to map and categorize the MD initiatives…

A new model for promoting leadership development in programs emphasizes individuals' psychological development. The model, which is intended for use by individuals responsible for leadership development in organizations or by leadership development program planners/evaluators, is based on a cyclic process of three time-linked categories: readiness…

This book describes a training technique in which an art activity called a touchstone exercise serves as the basis of an action-oriented leadership development program. Part 1 describes the context in which the touchstone exercise was developed and details the process of setting the stage for and conducting it. Two case studies illustrating the…

This book examines the application of total quality management (TQM) principles to training and development. It contains 10 chapters on the following topics: the quality revolution (the nature of and rationale for quality); major barriers to achieving quality (supplier-led approaches, problems with customers, throughput orientation, variable…

This document contains three papers from a symposium on human resource development (HRD) in the United Kingdom. "Organization Development in the United Kingdom Public Sector" (Darren C. Short) reports the results of a survey of HRD managers working in the UK central government that identified significant organizational development…

This document contains three papers from a symposium on changing organizational forms. "Goal Integration in a Multi-divisional Organization" (Richard J. Torraco, Mary Finnegan), reports on a study that examined how goals are integrated into organizational activities once they have been identified, proposes a model of goal integration,…

This guide is intended to assist practitioners involved in facilitating action learning (AL). Examined in Part 1 are the following topics: principles of AL (distinctive features of AL, purpose of AL sets, life span of AL sets, values underpinning AL); independent versus organization-sponsored AL sets; AL set operation (time, tone setting, set…

This guide is intended to help planners and trainers assess the training needs of industrial organizations. Addressed in the individual chapters are the following topics: types of training needs (three levels of needs--organizational, occupational, individual, organizational training needs and objectives, and present and future needs); present…

This book, which is intended for individuals who are directly or indirectly involved in human resources development, is based on the premise that today's training professionals must become "performance consultants" and shift their focus from training delivery to the performance of the company and its individual contributors. The book is…

This book is intended to help managers, supervisors, and employees in U.S. organizations achieve full job performance by acquiring and applying effective strategies to transfer the knowledge and skills learned in training to the workplace. The book is divided into four parts. Part 1 covers the following aspects of the groundwork of transfer of…

The purpose of this book was to assist trainers in developing the skills that must be involved in a total quality management (TQM) training program. The book is organized into 17 chapters that cover the following topics: understanding the need, organizational requirements, training and the bottom line, training and organizational change, the…

Contract learning is an invaluable tool in organizational learning and management development. A contract can incorporate teacher-directed learning (TDL) and self-directed learning (SDL), as appropriate. Substantial research has revealed the power of SDL; the trick is to harness this learning for the benefit of the organization. The literature on…

These two papers were presented at a "town forum" on human resource development (HRD) moderated by Martin Mulder at the 1996 Academy of Human Resource Development Conference. "Human Resource Development with Integrity" (Ronald L. Jacobs) reflects on the conference theme and offers two definitions of integrity as applied to HRD. The second paper,…

This document contains two reports from a poster session on new ideas and models in human resource development (HRD). The first presentation, "Two-way Customer-Service Provider Cycle" (Harriet V. Lawrence, Albert K. Wiswell), discusses a two-way supply cycle model that illustrates relational issues in customer service, including needs…