The behavior modeling concept is discussed and ways of building these models on film or tape are presented. Points that are examined include (1) dressing the set, (2) perfect versus coping performance, (3) real versus neutral content, and (4) negative versus positive examples. (CT)

Takes a look at the questions involved in designing customized training: What changes does management expect to see as the result of training? Who has information that must be included and excluded? How "customized" should the training be? and How will the training be delivered? (CT)

Lists strategies designed to help trainees benefit from the actual training program. Pretraining strategies include self-assessment and familiarizing management with training content. Transfer-enhancing strategies include use of lifelike situations and building trigger mechanisms. Posttraining strategies include follow-up letters and chats.…

Nine reasons that training programs do not succeed (for example, limited training resources, reasons for training unclear, critical nontraining factors ignored, management support is lacking, role of supervisor not recognized, little preparation or followup) and five training success factors (value, focus, power, mass, duration) are presented. (CT)