"Training" magazine taps 2012 Training Top 125 winners and Top 10 Hall of Famers to provide their learning and development best practices in each issue. In this article Robin Connolly (The PNC Financial Services Group, Inc.), Michael Pico (Caesars Entertainment Corporation), Krishawna Henderson (Caesars Entertainment Corporation), Tara Bodine…

This article explores the common belief that only a small amount of what is taught in a training program is actually transferred to the job. After providing evidence of the source of the generalization and the acceptance of the notion despite the lack of empirical, behavioral evidence, we take the opportunity to examine the likely reasons for that…

This paper discusses a talent management and career planning system designed based on the performance and qualifications of a group of interns working for an emerging social media company located in Istanbul. The proposed model is dynamic, comparative, and perceptional in constructing a talent pool for an organization. This system was developed…

Provides an improvement strategy summary for organizational performance analysis, including use of financial performance indicators and reality testing results, analysis of behavior and nonbehavioral causes, solutions to causes in priority order, and determination of required training. (LAS)

Describes miniature job training and evaluation situations administered to 1,034 "low aptitude" Navy recruits. Checklist criterion data describing the on-the-job performance of the sample were collected after the recruits were on their fleet assignments. The results confirmed the predictive validity of the miniature job training…

An interview with Joe Harless, President of the Harless Performance Guild, on the much talked about technique of evaluating training packages, called front-end analysis. (BP)

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)

The Institute for Work, Skills and Training was assigned to evaluate a labor market program aimed at the integration of long-term unemployed individuals aged 50 or older. The integration should have been achieved not only by training and coaching of individuals, but also by building regional networks between labor market stakeholders within a…

Gilbert (1978) developed a Potential for Improving Performance (PIP) formula based on worth, value, and cost. Worth related the value of a performance to its cost. The PIP related the worth of exemplary performance to the worth of average performance. This offered an opportunity for improvement by making appropriate changes through training or…

Presents a contingency model for decision making with regard to needs analysis methods. Focus is on 12 methods with brief discussion of their defining characteristics and some operational guidelines for their use. (JOW)

As part of its Jobs Initiative (JI) program in six metropolitan areas Denver, Milwaukee, New Orleans, Philadelphia, St. Louis, and Seattle the Annie E. Casey Foundation sought to develop and test a method for establishing benchmarks for workforce development agencies. Data collected from 10 projects in the JI from April through March, 2000,…

This document contains four symposium papers on assessing employee performance. In "Influence of Liking and Similarity on Multi-rater Proficiency Ratings of Managerial Competencies" (Reid A. Bates), the pattern of correlations identified between raters, independent variables, and different competencies suggests that raters may react…

Discusses new evaluation procedures developed for the Gregg Office Job Training Program. In part 1, the student is evaluated and graded on performance of a specific job. In part 2, the student is graded on 10 areas of job performance, and in part 3, the student writes a brief job description. (CT)

A needs assessment project designed to identify the performance improvement training needs of Louisiana state government employees (n=2,000) focused on strategic goals and employee perceptions. The difficulties of large-scale needs assessment were highlighted and implications for research were identified. (Contains 31 references.) (JOW)