Anticipatory evaluation emphasizes the role of evaluation objectives in planning human resource development programs. In this integrated approach, evaluation begins before the program is designed and continues throughout development and implementation. (SK)

It should be the supervisor, rather than the staff development expert (training expert), who evaluates the results of a company's training program. All too often, changes reported by the staff development officer are not observed by the trainee's supervisor. (AN)

Looks at eight types of case studies, offers pros and cons of using case studies in the classroom, and gives suggestions for successfully writing and using case studies. (JB)

The findings of this study indicated that the IQ of the under-privileged adult is changeable. When appropriate instruction and guidance inputs are provided, adults of limited education can improve their IQ." (Author)

"Critique" is the term applied to learning from direct experience. Critiqube, a model of critique, is discussed according to its dimensions; the attributes of direct experience (people, process, procedure, product, and performance); critique techniques (inspection, simulation, participant-observation, and strategic assessment); and management…

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)

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)

Analysing Training Evaluation of the Worth of Training (TEOT) data collected in Successive Intervals Scaling procedures makes possible a more realistic assessment of input TEOT data, and enables training executives to improve their decision making at very low cost. (SA)

A new evaluation technique developed by the Life Office Management Association (LOMA) has developed an evaluation form for measuring and improving training effectiveness. (BP)

Discusses methods of evaluating training programs. Includes five ways to evaluate supervisory training, how to collect data, ways to administer questionnaires, responsibilities of those who supply training programs, and criteria for good evaluations. (CT)

IBM has found that an input-process-output (IPO) approach to training evaluation enables decision makers to select the package that will ensure the effectiveness of a training program. Those who use the IPO model can determine whether programs are achieving their purposes and can detect the changes needed to improve course design, content, and…

Describes a training-evaluation method that assesses whether participants remember what they were supposed to have learned and know how to apply it on the job. (Author)

The author describes his experience in designing and conducting a follow-up study for determining whether a series of career development workshops achieved immediate postworkshop objectives and whether they had longer-term effects as well. Process is emphasized over findings. (CH)

Author describes current controversy in England over whether or not personnel trainers should be qualified by standard examinations. He also notes growing consensus" that personnel and training staffs there are behind the times, below standards in other professions and not applying behavioral sciences to industry as fully as possible.…