Transfer of training is a core issue for the human resource development (HRD) industry, for both researchers and practitioners. If corporate training knowledge transfer fails to happen, then employee performance does not improve thus adversely impacting organizational performance. The impact of post-learning interventions on increasing the…

Discusses the advantages and limitations of a one-person training department in a small organization. Suggests that going it alone is seldom easy, but gives some thoughts and ideas on how to match trainer's skills most effectively with the organization's needs. (WL)

These five papers are from a symposium facilitated by Verna J. Willis on the learning organization at the 1995 Academy of Human Resource Development (HRD) conference. "Processes of Organizational Learning: A Framework for Training and Development Policies and Methodologies in a Learning Organization Perspective" (Massimo Tomassini)…

This document contains three papers from a symposium on core directions in human resource development (HRD). In "Expertise: The Development of an Operational Definition for Human Resource Development" (Richard W. Herling), expertise is defined as consistent demonstrated actions that are efficient in their execution and effective in their…

These five papers are from a symposium that was facilitated by Elwood F. Holton, III at the 1995 conference of the Academy of Human Resource Development (HRD). "HRD Alignment: A Systemic Assessment of HRD in Organizations" (Richard J. Torraco) describes the HRD alignment model as a model for evaluation that offers a systemwide perspective on HRD…

Employee training and development (T&D) in business and industry, as a critical function of human resource development, must reflect a whole-health, proactive orientation in helping today's organizations survive in an increasingly competitive market. A proactive T&D orientation is based on humanistic views of work and education and is reflected in…

The interrelationship between people management practices and product market/competition was examined in a series of case comparisons of pairs of firms/organizations of the following types: professional sports teams, military services, retailing firms, information service firms, business schools, financial services, shipping services, and food and…

The purpose of this book was to assist trainers in developing the skills that must be involved in a total quality management (TQM) training program. The book is organized into 17 chapters that cover the following topics: understanding the need, organizational requirements, training and the bottom line, training and organizational change, the…

These five papers are from a symposium on high involvement work teams that was facilitated by Catherine M. Sleezer at the 1995 Academy of Human Resource Development (HRD) conference. "An Empirical Study of Employee Involvement in Designing and Managing Reward Systems" (William M. Kahnweiler) reports on a study of 300 organizations that…

This handbook, developed by the National Alliance of Business, is designed as a tool for Private Industry Councils (PICs) in providing a framework for planning a program of Employment Generating Services (EGS) for disadvantaged workers. Based on the experiences of many PICs, a six-step EGS-program-planning process that includes assessing needs,…

This packet contains three papers from a symposium on cross-cultural issues in human resource development (HRD). The first paper, "The Perceptions of Physical Therapy Students Regarding the Provision of Transcultural Care" (Theresa J. Kraemer), examines the perceptions of 12 entry-level master's degree program physical therapy (PT)…

These two papers were presented at a "town forum" on human resource development (HRD) moderated by Martin Mulder at the 1996 Academy of Human Resource Development Conference. "Human Resource Development with Integrity" (Ronald L. Jacobs) reflects on the conference theme and offers two definitions of integrity as applied to HRD. The second paper,…

This handbook, which presents a design-based approach to training, leads training professionals through a process for developing employee training programs based on a behavioral digital approach. (The design approach is a scientific methodology built on three principles: the systematization, behaviorism, and quantification of training.) The…

This document contains two reports from a poster session on new ideas and models in human resource development (HRD). The first presentation, "Two-way Customer-Service Provider Cycle" (Harriet V. Lawrence, Albert K. Wiswell), discusses a two-way supply cycle model that illustrates relational issues in customer service, including needs…

These five papers are from a symposium that was facilitated by David C. Bjorkquist on cross-cultural human resource development (HRD) at the 1995 Academy of Human Resource Development conference. "Developing Managers for Overseas Assignments in the Pacific Rim: A Study of International HRD Issues in Singapore" (A. Ahad M. Osman-Gani,…