Too much reliance has been placed on training by those not qualified or trained to train and too many operatives are still trained by other operatives. Management has the responsibility of taking advantage of the many courses and training programs available for the development of qualified instructors. (SA)

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)

The four phases of developing a supervisory training program are discussed: (1) identifying training needs, (2) designing training to meet these needs, (3) conducting programs, and (4) evaluating training effectiveness. Supervisory skills, main categories of training materials, and types of evaluation are outlined. (MW)

Education and training programs have changed significantly during the past five years in most large U.S. corporations. Rapid technological change and the adoption by many companies of new strategies in response to such factors as heightened global competition and deregulation have imposed new skill and knowledge needs. A larger proportion of…

An educational training needs assessment for nursing and hospital support staff was undertaken at a country hospital to collect data for use in designing a staff development program for the institution. After gathering the perceptions of key hospital staff concerning the hospital's mission, future, strengths, weaknesses, and problems to establish…

This basic handbook for personnel development through training and continuing education within health care institutions describes the techniques involved in developing programs, from needs determination to evaluation. It covers how to make a skill inventory and a survey of learning needs; how to state learning objectives; how to design a specific…

A project was conducted to develop a safety-oriented supervisory and management training program for the underground coal mining industry. The first phase of the project involved research to determine relevant training materials that are available and in use, assessment of supervisory and management training needs, and development of objectives…

THE SUPERVISORY TRAINING PRINCIPLES AND PRACTICES ADVOCATED IN THIS BOOKLET INVOLVE JOB ANALYSIS, APPRAISAL BY BOTH MANAGERS AND TRAINEES, AND CAREFULLY PLANNED TRAINING ON AN INDIVIDUAL AND SMALL GROUP BASIS. JOB ANALYSIS CAN BE CONDUCTED BY OBSERVATION, INTERVIEWS AND OTHER MEANS, AND WILL BE AIMED AT IDENTIFYING NEEDED SKILLS AND KNOWLEDGE AND…

This manual for training supervisors in the Summer Youth Employment Program (SYEP) contains a set of guidelines and suggestions organized into seven sections. Section 1 is a brief introduction. Section 2 describes determining training needs and contains a sample task statement. Section 3 covers designing the training program. It includes an…

This training manual deals with developing and implementing work force education (workplace literacy) programs. It consists of three sections and an appendix. Discussed in the first section are the scope and purpose of work force education, work force education participants, types of basic skills problems and solutions, and the need for…

A task force was convened to identify the nature, extent, and pattern of skill needs and shortages for managerial occupations in the United Kingdom (UK). The task force began by examining the key challenges facing managers in the UK. The following factors were among those considered: economic policies promoting liberalization and deregulation;…