Research identified six areas of organization change that will have significant effects on development-oriented practices in and around the workplace. By the end of the century, the workplace will be different. The changes will be successful only if people change, develop, and grow. (JOW)

Presents a research-based model for human resource development effectiveness. Model standards specify that the HRD function has (1) the ability to diagnose problems, (2) the support of the corporate mission and culture, (3) a commitment to strategic planning and support for organizational change, (4) clearly defined staff roles and…

An industrial training cost-effectiveness model developed at Bowling Green State University and used in several practical situations is evaluated with definitions of terms, structured training program costs, training returns, and data collection and analysis procedures. The authors emphasize that money spent for structured training is an…

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)

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 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)