Reports on a survey of fertilizer dealers that was conducted to assess how the dealers were obtaining their agronomic information, aside from formal training sessions, and determine if these sources of information were satisfactory in fulfilling the dealers' needs. (TW)

The author discusses the increase in companies that offer outdoor development training to training departments. He offers advice on how to choose the best program for one's employees. (CH)

Describes the purposes and programs of the Honolulu Academy of Arts. Promotes the Socratic method in museum education. Details the docent training program at the museum. Stresses the philosophy that the object is the message. (CW)

Delineates the differences between simulators and training devices, and discusses the possibility of inadequate training when simulators are used as training devices. Guidelines for appropriate training device development using a behavioral learning approach are presented. (13 references) (CLB)

The author describes the implementation of a training program at her manufacturing-based company. She covers such program tasks as recruiting trainers, preparing new employee orientation programs, recruiting participants, and providing communication training. (CH)

This article considers trends in recent consultation research from the standpoint of themes or emphases that are emerging rather than from a methodological perspective. The effect of those patterns is considered on future research and practice. Some directions for enhancing the database of consultation are presented for trainers and practitioners.…

Presents results of an evaluation of a training workshop on sexual harassment for counselors at the University of Michigan. Reviews literature on harassment at American universities. Reports that the workshop had a significant effect in changing the attitudes of participants (especially men). (KH)

Examines some of the difficulties in peer tutoring and points out the dilemma of whether to emphasize the tutor component (apprentice model) or the peer component (colearner model). Offers a solution that incorporates elements from both stages, one that treats tutors developmentally. (NKA)

The effectiveness of a training program in conversational skills was evaluated with seven community-dwelling mildly and moderately mentally retarded adults. Training sessions consisted of instructions, modeling, and behavioral rehearsal. Substantial improvements in targeted behaviors in generalization settings was found after treatment and…

Subjects were four learning disabled students (ages 9-10) with significant attentional problems. Results indicated relatively equivalent increases in on-task behavior over baseline during all treatment phases. Academic response rate also improved under both interventions, with self-monitoring of productivity exhibiting mixed results. (Author/JW)

Three severely retarded adult males were taught to use a side-of-the-foot soccer pass, using a nine-step stimulus-response chain. Intensive physical prompts were provided initially, then systematically faded. The three trainers achieved the no-prompt criterion after 24, 29, and 22 sessions, respectively. (Author/JW)

Discusses the peer-training model, opposition to the plan, major objectives of the model, strategies for motivating employees to train and for making training a priority, training the trainer, ongoing training in the work units, and benefits of the program. (CT)

Steps in a small business analysis are discussed: understand how company activities interact internally and with markets and suppliers; know the relative importance of controllable management variables; understand the social atmosphere within the company; analyze the operations of the company; define main problem areas; identify possible actions…

Vocational education offerings can be linked with employment opportunities by identifying specialties and sub-specialties of the primary occupation and then listing the occupation titles to determine the training program's organization and to name its component courses and units. Such linkages benefit the employer, the school, and the student. (CH)

The author discusses learning curves versus performance curves. He examines how performance curves are created, how they are used, how they evaluate performance, and how they can be used as analysis tools for training system performance. Case studies are included. (CT)