Various types of human resource accounting systems are described and analyzed: asset models, expense models, the utility formula, cost/benefit analysis, and a comprehensive program design. Steps in this last design (e.g., review all jobs in the organization, analyze training needs for targeted jobs, determine training programs that have the…

This article provides a flexible systems approach model for planning programs that includes seven steps: (1) assessing needs; (2) establishing priorities and responsibilities; (3) selecting goals and objectives; (4) allocating resources; (5) selecting teaching techniques; (6) evaluating outcomes; and (7) determining effectiveness. (JOW)

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)

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)

Examines both the explicit and implicit assumptions behind the Kirkpatrick evaluation model. Attempts to demonstrate conceptually the danger of simplistic evaluation approaches and argues for rigorous evaluation designs. (CSS)

Sales training programs require continual evaluation. The authors present a conceptual model of the interrelationships of planning, training, evaluation, and modification (IPTEM) in corporate sales training programs. (CT)

The author presents a developmental model designed to help productivity improvement and professional development become an integral part of the natural everyday work experience. Examples and a summarized model are included. (CT)

The article defines the major elements (fundamental questions, basic assumptions, anticipated costs, projected savings, and return on investment) of a cost model, discusses the function and importance of each of these elements, and illustrates the development and construction of a cost model through an analysis of a hypothetical speed reading…

The Instructional Systems Design model is presented. Phases of the model are explained. They are: (1) analysis (organizational, learner, and job needs, and evaluation); (2) design (objectives, specifications, strategies, evaluation); (3) development (evaluation, tests, media, materials); and (4) implementation (instructor characteristics, training…

An accurate needs assessment process is essential in designing effective career development systems. This model helps to guarantee a high-quality needs assessment. It provides a basis for conceptualizing an ideal system for a particular organization, for describing what currently exists, and for identifying gaps between the real and the ideal. (CT)

Two organization development consultants describe and evaluate the two basic consulting methods, the process-consultation model and the doctor-patient model, and provide "readiness" criteria checklists for both the client and patient models. They state that each consulting approach has its place, depending on situational factors. (MF)

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)

The author presents suggestions concerning the use of video in training programs. Suggestions involve viewing angles, use of humor or animation, models, subtitles and repetition, note taking, feedback, number of viewers, visual and auditory distractions, and use of data. (CT)