Describes a planning system to meet the training requirements of specialized project personnel. This training planning system provides for an organized assessment of personnel training needs and the use of all available training media. It also provides mechanisms to document acquired training and to develop new training resources. (EM)

The author states that many career development programs lack strategic attention to one or more system components in the model composed of content, process, and structure. He discusses how to fit career development activities into a model that addresses each component. (CH)

Presents a case study describing a program design model and implementation of a conference to facilitate the personal and professional growth of training and development professionals who have been working in the field for at least five years. (EM)

To meet anticipated changes due to growth, the management training department developed an experimental program utilizing a system approach. A thorough evaluation of the program was carried out, and its results, including difficulties, are presented with suggestions for modifications of the approach. (BB)

The authors present an alternative model for training in organizational development (OD) which differs from other such models by being eclectic, inexpensive, and applicable to participants with varying degrees of experience. A design for a training laboratory is elaborated and related to theories about OD and about learning processes. (SK)

An approach is presented which uses the sociotechnical systems concept and a generic planning model as a guiding perspective in the implementation of computer-aided design and manufacturing technologies. (CT)

The author outlines ways to integrate work identity and social identity in order to improve the quality of life. He presents a model for maintaining balance between personal and professional growth, which can stimulate achievement in six areas of human potential. (SK)

Author proposes a model for organizational change using a behavioral science approach rather than the traditional authoritarian approach. (MB)

Outlines an experiential adult learning model. Suggests a range of helpful interpersonal competencies that are readily available in different degrees to men and women. Advocates developing opportunities for both sexes to increase their behavioral repertoire in deficit areas. Proposes a collaborative problem-solving model requiring a full range of…

The author states that the classical authoritarian organizational model and managerial style are being replaced by participative and matrix forms of corporate activity. He focuses on setting tomorrow's norms in human resource development. (CT)

Presents and examines the "Stages of Commitment to Organizational Change" model in order to provide managers with a cognitive map of how commitment can be generated. Stages include contact, awareness of change, understanding, positive perception, installation, adoption, institutionalization, and internalization. (CT)

Presents general systems models (ballistic system, guided system, and adaptive system) and an evaluation matrix to help in examining training evaluation alternatives and in deciding what evaluation is appropriate. Includes some guidelines for conducting evaluation studies using four designs (control group, reversal, multiple baseline, and…

Describes a training cost model used in government agencies to simulate the behavior of training costs and thus predict or reconstruct the costs of a training course. Includes step-by-step procedures for using the model, worksheets, and charts. (MF)