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

Trainers interested in enhancing computer-assisted instruction with graphics should ask (1) What are the training objectives? (2) What technologies serve these purposes? and (3) What is the most cost-effective alternative? (SK)

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)

To avoid "crisis training" and gain management support, professional trainers should develop a comprehensive training policy that includes a mission statement, goals and objectives, a management system, needs assessment, costs, record-keeping method, and evaluation mechanism. (SK)

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)

Twenty training professionals in different occupational groups rated eight steps in the training process from development to execution to evaluation. Accountability proved to be a key factor in training success, while needs assessment is usually not well executed. (SK)

Article outlines four basic strategies for managing change and prompts the reader to take a mid-1973 quiz on his goals and training objectives for next year. (Editor/RK)

Author explains organization development and tells why individually-oriented training is ineffective unless integrated within the context of an overall organization improvement. (Author/SP)

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 organizational development strategy of the W. T. Grant Company, an overlapping group teamwork approach, is directed toward accountability, planned change, individual recognition, experience-based behavior, group morale, smooth information and communication flow, and decision making. (EA)

Outlines problem-solving steps and describes force-field analysis as a technique for diagnosing human resource development/training problems and needs. (SK)

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)

Author proposes a system of manufacturing management training where the return on investment can be measured in dollars and cents. (GB)

The menu approach to training which is described derives its name from the ability of the student or manager to select various tasks which become the training program. (SC)