Discusses the design of a performance management system that not only enables managers to solve performance problems, but also enables human resource development specialists and staff to provide a useful tool and a successful program. (CT)

Unless education transfers back to the job, training is wasted and its value questioned. This article examines resistance to transfer and provides strategies for building transfer into training design. (CT)

Discusses the benefits of behavior modeling, examines the Behavior Modeling Learning Staircase (which illustrates the situational and generic skills that can be developed in a supervisory training program), and describes the role of the trainer. (CT)

Presents a prototype training program using role theory as a framework for understanding sexual harassment in the workplace. Describes four phases of the program for employees, supervisors, and managers. (CH)

The authors propose three forms of interaction for computer-assisted interactive video: reactive, coactive, and proactive. The three relate to the degree of control that the user has over program content and structure within the capabilities of the technology. Each design is explained at length. (CT)

Outlines a methodology that enables managers to translate the basic principles of human resource strategy into pragmatic and concrete action programs. The methodology includes providing framework for strategic decision making; ensuring linkage between corporate, business, and human resource strategies; conducting audit of the human resource…

Discusses the strengths and limitations of television as a training device for business and industry. Notes that the effectiveness of television depends upon factors such as how closely the program content is related to specific training objectives, the characteristics of the trainees, and how well the instructor integrates the television…