Discusses the types of training programs the National Productivity Board (Singapore) considers essential to nurture quality control circles (QCC) and describes promotional activities organized to help QCC practitioners better understand the QCC concept. (CT)

Describes the New Zealand School of Training for Trainers, a national program. Topics include design, development, and management of the program; courses offered; and teaching techniques employed. (CH)

The author describes a peacemaking course taught to school personnel in New York City. It involves a case study in which the teacher or school official provokes a violent incident. The author examines nine major errors committed by the official in the case study and how the errors could have been corrected/avoided. (CT)

Discusses the videodisc market, its popularity in health care training, internally generated videodisc software, interactive computer-based training, interrupted video, advantages of interactive video, do-it-yourself video training, individualized interaction, video's impact on traditional education, and video's future. (CT)

Efficiency of three discrimination training procedures was compared for 21 mentally handicapped children. Results showed that two programmed techniques (graded stimulus and prompt fading) did not differ significantly, but both were significantly superior to trial-and-error learning. (Author/CL)

Describes the human resources department at West Virginia University. Discusses the training needs assessment project, formation of an advisory committee, targets for training, budget restrictions, department faculty and staff, faculty attitudes about the program, training sites, use of video-based simulation, and how the program is currently…

This article reports on productivity programs being undertaken by private sector organizations. One private sector case described here was based on identifying productivity problems and linking information/measurement systems with participative management efforts and could be adapted and applied to public sector organizations. (CT)

Describes the School Community Training Program in a Wyoming school district that equips handicapped high school students with vocational skills and prepares them for the entry-level jobs that are available in the community. (CT)

Nine reasons that training programs do not succeed (for example, limited training resources, reasons for training unclear, critical nontraining factors ignored, management support is lacking, role of supervisor not recognized, little preparation or followup) and five training success factors (value, focus, power, mass, duration) are presented. (CT)

A computer training model for school personnel can be divided into several phases that meet a district's goal of decentralizing the computerized administrative and instructional support system. Training involves such considerations as cost and job description revisions. (CJH)

Three moderately retarded students were taught to initiate and expand on conversational topics through actual conversations with nonhandicapped peers. Training generalized to natural contexts. Results were socially validated by undergraduates who rated tapes of two of the students' conversations during training phases as more socially competent…

A sibling training procedure consisting of direct prompting and modeling across three pairs of siblings revealed that direct prompting was effective for increasing reciprocal interactions between severely retarded and nonhandicapped siblings and increasing levels of initiations and responsiveness to initiations. (CL)

This review of research examines investigations that have focused on the effect of reinforcer specificity on the acquisition of both language comprehension and production skills by learners with severe handicaps. Issues regarding the use of intervention strategies that employ reinforcer specificity are discussed. (Author/JW)

Four training experts are interviewed regarding developing training programs on an unfamiliar topic. They all said: teach yourself first, determine the needs to be met, and use the experts. They disagreed on the degree of knowledge a trainer should attempt to achieve and the types of resources trainers should use. (CT)

Compared two models of family therapy supervision: supervision based on delayed feedback supervision concepts and supervision based on the concepts of live supervision using the team approach. No significant differences were detected between the two supervision models in their ability to help interns acquire and retain selected family therapy…