Behavior analysts are expected to provide high quality services to autistic individuals/individuals with ASD. Quality behavior intervention requires the interventionist to demonstrate critical thinking skills, in-the-moment analysis, flexibility, and clinical judgment (J.B. Leaf et al., 2016a; J.B. Leaf et al., 2016d, Soluaga et al., 2008). Yet,…

Purpose: This study aims to test the effectiveness of a training intervention based on the psychology of perception, delivered to young Italian workers and employees, with low education, hired with an apprenticeship contract and involved in a compulsory training course (duration 32 h; the training intervention reported in the paper covers the…

A common practice in tact training is to include a supplemental verbal stimulus (e.g., "What is it?") in addition to the presentation of a nonverbal discriminative stimulus. Previous literature has suggested that this supplemental verbal stimulus can impede acquisition and generalization relative to the presentation of the object alone,…

The purpose of this literature review is to describe intervention research studies in which paraprofessionals received training applicable to student with disabilities. Thirty studies were systematically reviewed to identify (a) characteristics of study participants and settings, (b) characteristics of paraprofessional training and…

Skill is the crucial element that turns knowledge into behaviors that succeed in the real world. Often "soft skills," such as management, leadership, interpersonal communications, and problem solving, vanish when people are on the job, indicating the need for more effective training programs. (JOW)

Suggests that training employees in the soft or people skills is the same regardless of the type of job. Provides a step-by-step approach to training analytical people in the soft skills. (JOW)

Suggests use of questions as instructional tools. Provides guidelines for devising effective questions and handling responses to questions. To evaluate the program, the author advises the trainer to consider content, methods, presentation, time, and atmosphere. Also reviews self-evaluation techniques and forms. (CSS)

A training course for negotiators is presented, based upon models of learning processes, negotiation behaviors, and learner expectations. Course structure, the importance of practice and feedback, the place of concept formation, and evaluation are discussed. (SK)

The study examined gains in problem solving and interpersonal skills as a result of a systematic training procedure based upon the Carkuff (HRD) model. Significant gains were found in both the problem solving and interpersonal areas when the training in that area was preceded by systematic training in the opposite area. (Author)

Two studies investigating effects of video-assisted training on employment-related social skills of three adults with severe mental retardation found that participants discriminated the target behavior on video, but effects did not generalize to the work setting for two participants until they rehearsed the behavior. (Author/DB)

The article describes the nature and character of participation training and how it can be meaningfully applied beyond a laboratory experience in human resource development. (Author)