This article provides a flexible systems approach model for planning programs that includes seven steps: (1) assessing needs; (2) establishing priorities and responsibilities; (3) selecting goals and objectives; (4) allocating resources; (5) selecting teaching techniques; (6) evaluating outcomes; and (7) determining effectiveness. (JOW)

Presents guidelines for designing a training program having a proper blend of didactic (instruction) and experiential (process) learning methods. Covers two major dimensions to consider in determining the appropriate blend of didactic and experiential methods: utility (how the learning will be used) and the nature of the learning. (EM)

During the summer of 1969, Vicore, Inc. simultaneously conducted four classes in reading improvement skills for disadvantaged youth employed as Summer Aids at the Naval Weapons Laboratory in Dahlgren, Virginia. (Author/EB)

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)

The article reappraises initial sales training and presents a program emphasizing objectives, responsibility for training, program content, and teaching techniques. Formal Initial Responsive Sales Training System (FIRSTS) is the name of the program explored and evaluated. (Author/MW)

Summarizes practical advice gleaned from setting up a "corporate university." Provides tips for corporate developmental program efforts. (LAS)

The concept of "synergogy," which combines the benefits of teacher-centered and learner-centered instruction, is discussed. The benefits of synergogy (broad applicability, modest resources, increased learning, and secondary learning) are explained. The principal synergogic designs (team effectiveness, team-member teaching, performance…

Describes a program in which industrial supervisors attended training sessions to improve their report writing skills. Training methods were based on case studies and included role plays and simulations. Suggestions for improving the program are included. (CT)

A supervisory training program shows how classroom training results help predict potential foreman success. (Editor)

Examples of the type of questions that should be asked in evaluating training programs. (SP)

How successful are speed reading courses for adults? Author, who teaches speed reading and improvement of reading comprehension, backs up his assertion of their effectiveness with test result tables showing businessmen in particular benefit from such training. (PD)

The article deals with the theory that the educator as internal consultant has the responsibility to persuade today's management not to choose tomorrow's leadership on the basis of yesterday's standards. (Author/EK)

Proposes a conceptual framework for considering the development of human resources in an overseas context. This approach is termed "transfer of technology." Its objective is to encourage companies operating overseas which are responsible for developing client human resources to look at the process from a perspective other than just…

Discusses four approaches to assessing training effectiveness and efficiency: resource requirement models, life cycle models, benefits models, and productivity models. Examines different ways of addressing the cost/benefits issue which could be useful in a particular training situation. Each model is analyzed in detail. (CT)