Describes the evolution of performance from a training to a performance perspective. Describes four phases, looks at implications for the trainer, and suggests that the next phase will have to do with leadership. (JOW)

Argues that objectives are not specific enough for the design and development of performance-improvement activities. Describes the Proforma model, a prescription of the behavior, standards, support, and noise requirements that mirror the action elements of performance at the individual, work-group, business unit, and process levels of an…

Human resource practitioners must be able to conduct needs analyses that accurately assess their organizations' performance needs, so that training can be made relevant to employees' jobs and organizational business goals. One way to meet that challenge is to use the Performance Analysis for Training Model. (Author)

This special report of the reorganization of work looks at approaches to organizational renewal that are challenging the notion of the hierarchy as the only form that works. Looks at models for organizing work presented by Gary Rummler, D. Quinn Mills, and Marvin Weisbord and a blueprint for creating common futures with large groups of people.…