A program was devised to meet the educational needs of hospital personnel by acquainting them with the Education and Training Department staff, at North Kansas City Memorial Hospital, determining their needs, and setting up courses appropriate to those needs. (AG)

The author discusses the use of videoconferencing as a training tool. Topics covered include determining when videoconferencing is appropriate, selecting a vendor, and planning the program. He provides recommendations for setting the agenda, preparing the trainers, and planning for questions and breaks. (CH)

Describes methods of providing presupervisory training to new or potential supervisors, including inhouse training and public supervisory seminars. (TA)

A supervisory training program shows how classroom training results help predict potential foreman success. (Editor)

Inservice education is viewed as a human relations problem between the instructor and the adult student. The particular example given is hospital personnel-oriented. (AG)

Home study (correspondence study) is being used in industry and business to improve employee retention and increase job proficiency. (ABM)

An instructional methods inventory was completed by 200 geologists and geophysicists, 117 of whom had just completed a technical seminar. Results indicate that field trips, illustrated lectures, and small-group simulations are highly effective instructional techniques. Results also indicate that four and one-half day seminars are preferred. (CH)

Explores the question, "Should women entering management positions continue to be trained in courses especially designed for women?" (WL)

Discusses the application of satellite information delivery to training. Describes a new trend, horizontal programming. Also discusses vertical programming and in-house production of training materials. Lists vendors of satellite-based training. (CH)

A study at CIGNA Corporation's corporate management development and training program attempted to prove that management training makes a real business contribution. Results demonstrated that net savings directly and indirectly due to the training program were substantial. (CH)

Discusses a joint labor-management training program designed to explore possibilities of improving postnegotiation relationships between the two. Planning, design, implementation, and results of the program are described. (WL)

Reviews three areas of knowledge needed to select an appropriate needs assessment strategy: (1) the criteria for selecting the method, (2) nine needs assessment methods, and (3) a means of categorizing methods. Provides an example of an assessment activity conducted in a small rural hospital. (LRA)

Three business trends make career development for secretaries especially important: an increasingly white-collar work force, low productivity and secretarial shortages in offices, and redefinition of the role of management. Clear career paths for secretaries, such as executive secretary, paraprofessional, and management tracks, are effective ways…

Presents a prototype training program using role theory as a framework for understanding sexual harassment in the workplace. Describes four phases of the program for employees, supervisors, and managers. (CH)

The author suggests teaching methods useful in helping adults apply their learning. Topics discussed include (1) performing practice audits, (2) emphasizing learning topics that participants want to pursue, (3) providing incentives and reducing resistance, (4) developing active learning methods, and (5) providing evaluation and reinforcement. (CH)