The concept of quality circles is discussed. The authors explore company compatibility with Japanese management philosophy, a compatibility test, planning for the change to quality circles, need for a flexible design, and setting worthwhile goals. (CT)

Discusses the goals of career adaptation counseling: to keep good people who may be dissatisfied; to make people who may have slipped more productive; and to save outplacement, recruitment, and training costs. Examines how counseling can help solve broad career issues, and how communication is crucial to the counseling process. (CT)

Three employee assistance programs designed to combat employee drug abuse are described and evaluated. The author also provides guidelines to consider when designing a substance abuse program: consult all departments that can make a contribution; keep abreast of technical support; and seek outside help if there is no help available within the…

Describes the Martin Marietta Corporation's modular training program that teaches managers to conduct performance appraisals. The article also explains the purposes of performance appraisals, outlines the components of a performance system, reviews the performance appraisal process, and discusses the use of role-playing. (CT)

The concept of preretirement planning is discussed: its advantages for the employer, the range of program activities, the successful program format, types of participants, meeting sites, discussion leader, and types of hand-out materials. (CT)

Examines the main criteria for measuring a preretirement consultant: background; type of program; objectives of the consulting firm; the use of guest speakers; course materials; assistance in seminar preparation; cost; and personal impression of the consultant. (CT)

The article is an overview of the design of a Managerial Skills Development Program Model in an industrial setting which was based on adult education principles. Discussed are: program objectives and philosophy, educative environment, group commitment, group-centered action, program evaluation and revision, manager/instructor teams, and…

A continuation of a two-part article about performance appraisal programs, this part examines program design and implementation. Topics covered include a systems approach, designing forms and establishing procedure, and maintaining the program. (TA)

The authors state that employers need to adopt a preventive orientation with respect to stress management and stress training. They examine the costs of stress, the stressed employee, the structure of a stress management program, training objectives, skill acquisition, sources of stress, learning new skills, feedback, and program evaluation. (CT)

Discusses a three-step model for diagnosing supervisory training needs. Major steps included in the model are (1) data collection (divided into two phases), (2) diagnosis, and (3) separating the problems. (LRA)

The assessment center can be a mechanism for providing a highly sophisticated evaluation of the training effort. The article describes how the training manager can successfully incorporate the assessment center concept into an overall training evaluation strategy. (Author/MW)

Presents 10 basic steps to use as guidelines in setting up a corporate volunteer program: develop a philosophy, survey the community and employees, isolate a need and outline program functions, recruit volunteers, motivate employees, place volunteers carefully, monitor and evaluate program and volunteers, review goals and results, and consider…

The author states that the real purpose for a training department's existence should be to help determine if training might be the best solution to a problem or a key contribution to an opportunity. How to cut training costs is explored. (CT)

Presents a systematic and disciplined approach to planning for the development and implementation of an information system which will collect, store, maintain, and report human resources data. Discusses guidelines, priorities, training requirements, security, auditing, interface with payroll, and personnel reporting. (CT)

The success of an organization depends on a satisfied, challenged work force. Career planning is a key element in efforts to reach this goal. The author presents a strategy for developing a career planning system which takes account of the individual employee's needs within the corporate structure. (CT)