The adaptation of training programs to employees with different value systems can produce better results--and clarify why program evaluations often vary widely. (For availability, see EA 507 433.) (Author)

Competency models involve a methodology that demonstrates the validity of the model's standards: are people who have the competencies better managers than those who do not? Competency models should no longer be regarded as a panacea and should be only one of the tools used by trainers. (JOW)

Describes the implementation of a virtual environment to support the training of engineers in Panels of Experts (POE), a vehicle for gathering customer data. Describes the environment, discusses some issues of communication and interaction raised by the technology, and relays the experiences of new users within this environment. (RS)

Although the Internet and multimedia will shape the future of training, there are times when in-person training is essential. Considerations for deciding what kind of training to provide include need for feedback, timing, cost, and trainee location. (JOW)

Focuses on the comparative use of training from human performance technology (HPT) and traditional training perspectives, based on taxonomy. Concludes that the primary difference is a holistic systems performance improvement approach by eliminating barriers with HPT versus reaction or response to a set of business objectives in traditional…

Discusses the need for employee training in this information-based economy; reviews the process of end-user training and related research; describes a system that manages end-user training; and proposes potential opportunities for future development. Topics include the diversity of end users; diversity of training methods; need for outcome…

Considers the practice of Instructional Systems Design (ISD) as it exists in the real world and how it is being modified and used to produce training solutions that are faster, better, and easier. Focuses on Web-based training and discusses needs assessment, content analysis, design strategies, revision strategies, and project management.…

Discusses job aids as a method to improve human performance by replacing the requirement for a specific skill or knowledge. Types of job aids are described, the role of job aids in training is explained, job aid design is examined, and benefits of job aids are discussed. (10 references) (LRW)

Procedures were developed to teach two young children with severe handicaps to get an adult's attention and make a request. Both mastered a routine of getting up, walking over to the adult, and exhibiting appropriate attention-getting behavior after training. Behavior was maintained at a three-week follow-up. (Author/PB)

Virtual Reality (VR) is a computer-created sensory experience that so completely immerses participants that they barely can distinguish this "virtual" experience from a real one. VR promises trainers the ultimate method of simulation. (Author)

Six responses to a study on reinforcement contingencies defined by the response deprivation hypothesis (Stanley Aeschleman and Margaret Williams) note interactions, trends, the role of context, a functional approach to learned performance, the substitutability of responses, and the ecology of reinforcement. (DB)

The study with 84 mentally retarded persons (mean IQ 41) concluded that increases of instrumental performance in the response deprivation schedules employed were due to the contingency and not noncontingent deprivation, and that the effectiveness of therapeutic reinforcement programs is influenced by the presence of alternative responses.…

Attention to trainees' learning styles can enhance training effectiveness. Trainers should strive to improve the fit between their training style and trainees' cognitive styles and develop different kinds of learning environments: affectively complex, perceptually complex, symbolically complex, or behaviorally complex. (SK)