Training initiated in the classroom must be completed on the job to have an effect on the organization." (Editor)

A set of guidelines for developing trainers into creators, planners, and controllers are presented. These guidelines are offered as a brief refresher to experienced trainers and as fundamentals for trainers new to their job. (Author/DS)

Employees often want training in areas that are irrelevant to their jobs or inconsistent with organizational objectives. A well-designed questionnaire can weed out training wants to uncover an employee's true training needs. (Author)

It is possible that the emphasis on increased accountability in the training function may drive out programs that cannot demonstrate quantitative, measurable improvements in performance or results. Five levels of issues in training evaluation are (1) work versus perk; (2) substantive versus symbolic; (3) external versus internal; (4) behaviors…

The increasing worldwide use of the metric system is leading the United States into abandoning the English system of measurement and undertaking the monumental task of converting to the metric system. Great Britain offers valuable training experience to the United States with their seven year lead into metrication. (DS)

The rate of technological change demands a systems approach for continued proficient training. (Editor)

The article identifies a few of the reasons why some training activities flourish while others diminish in importance. (Author)

The article discusses 11 subsystems of a training program in terms of a company's cost effectiveness. (BP)

Six steps to successful needs analysis are (1) collect information about the organization, (2) identify potential training opportunities, (3) conduct a performance audit, (4) select and test content areas, (5) determine the required skills, knowledge, and abilities, and (6) verify this information against the organization's issues and goals. (SK)

Author outlines two basic session plans and sets down guidelines for a successful training program. (Editor)

Several prominent figures in the training and development/human resources profession offer their appraisals of the challenges facing practitioners in 1975. Included are Joe Batten, Martin Broadwell, Kate Kirkham, Malcolm Knowles, Tom Jaap, Gordon Lippitt, George Ordione, and Ben Treoge. (MW)

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)

Reports findings of a survey of 12 major companies and 20 researchers and administrators to determine the importance placed on corporate training. Discusses which companies or divisions are using training, what factors affect or inhibit training, and policy considerations. (CH)

Analyzes the impact of metric conversion in the United States on the training and development function. (Author/RK)

Deals with the need for an accurate and careful selection of training materials by the use of a check list. (EK)