Evidence shows that evaluation practice is limited to direct support within training: little action takes place with other organizational units. Evaluation must have a significant role in the overall human resource function of an organization and must be a part of the planning function. (JOW)

Whenever there is a data gathering need and a group of people have input, the group interview may be a viable approach. The authors offer a step-by-step model for conducting group interviews. (JOW)

This article explains a performance-oriented approach to outlining technical training needs. The performance improvement cycle is discussed and the three main activities in that cycle are described. They include need detection, task identification, and collection of task performance data. (CT)

How-to information for performing a skills audit is presented. Nine steps need to be performed in three separate phases: establish basic enabling skills data, compile the data, and summarize the data. A skills analysis can aid the training staff in deciding where to concentrate their instructional efforts. (CT)

The author proposes using an action research model to diagnose, develop, implement, and evaluate a career development (CD) program that fits the needs and goals of the organization. Phases of a CD program development plan (data gathering, analysis and synthesis, feedback, program development, pilot implementation, and tracking) are examined. (CT)

The second phase--planning phase--in a three-part training evaluation process for organizations, businesses, and/or industry is presented through dramatization and commentary. (Steps in this phase include design, organize, estimate cost, offer options and negotiate, and present findings.) A flow chart traces the entire training evaluation process.…

Examines problem areas of training needs analysis (TNA), first by presenting a model of the TNA process, then by listing sources of data available for TNA (based on an analysis of the literature), and finally by proposing a method of choosing appropriate data-gathering techniques for TNA. (CT)

A report on developing consulting skills for organization problem solving in a large organization. (Author)

The author presents suggestions to help the technical trainer overcome the difficulties of analyzing white-collar training requirements. These suggestions involve researching the scope of work, familiarizing yourself with terminology, learning industry codes and standards, gathering and analyzing data, and identifying major job responsibilities.…

Each of four segments (reaction, learning, behavior, and results) in the process for evaluating training programs is analyzed in terms of evidence versus proof of program effectiveness. (EM)

Suggests that successful evaluation projects for training programs focus on management decisions. Provides a checklist of concerns that deal with the effectiveness, efficiency, and relevance of the program. Discusses the selection of the data level and decision-making criteria. (CSS)

Presents an evaluation design which, because of its simplicity and the ease with which the data collected may be analyzed, is ideal for use in the "real world" as a practical method for evaluating the impact of training on employee behavior. (CT)

Discusses the appraisal interview as a technique for assessing employee performance. It first covers the organizational benefits of appraising employee job performance; then, using an appraisal behavior model as the basis, describes four ways to conduct an appraisal interview, with emphasis on the most effective. (EM)

The author offers advice on what organizations can do to enhance the mentoring process. She discusses finding a relevant focus, collecting data about the factors that promote and inhibit developmental relationships, implementing change, evaluating and monitoring impact, and taking the time to involve organizational members in a collaborative…

Describes a positive seven-step process for initiating a whole organization development (WOD) effort. Steps include clarification of whole organization objectives, data gathering, diagnosis, prescribing interventions, commitment, implementation, and progress review. (CSS)