Discusses a joint labor-management training program designed to explore possibilities of improving postnegotiation relationships between the two. Planning, design, implementation, and results of the program are described. (WL)

This second of five articles on how to plan and implement a supervisory training program focuses on determining needs and establishing objectives. Discusses twelve approaches for determining supervisory training needs. Includes a figure presenting examples of three types of behavioral objectives: knowledge, skill, and attitudes. (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 first of five articles on how to plan an implement a supervisory training program focuses on establishing a philosophy and setting the right job climate. The philosophy of the organization should clearly communicate three levels of responsibility for the development of supervisors: supervisory, managerial, and organizational. (EM)

The American Society for Training and Development can be a key leadership component of career education. There is a vast storehouse of expertise in ASTD and its members can help career education by becoming involved in program planning, teacher assistance, and public relations. (DS)