Examines the two critical functions of the interpersonal skills (IPS) trainer: (1) to analyze trainee performance and (2) to provide effective performance feedback. Discusses training styles and recommends the Causal-Analytic style. Derives guidelines for effective trainer behavior. (MEAD Subscriptions, CSML, University of Lancaster, Lancaster LA1…

The use of assessment centers to measure management potential is reviewed. Included are standards against which to evaluate centers, problems with the system, why many training managers prefer assessment to tests and interviews, and points to consider when converting an assessment center process to a management development experience. (CT)

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)

Describes a seven-step program for stretching limited department resources and giving a boost to fledgling human resource development practitioners, and looks at how two companies employ interns effectively. (JOW)

Businesses, particularly training departments, have reacted to terrorist attacks, collapse of major businesses, and wrongdoing by religious figures. Trainers have responded by offering safety and security-related training, helping establish risk-management procedures, increasing ethics training, and rewriting ethics codes. (JOW)

This article offers 14 practical guidelines that can help pave the way to credibility for the training department in an organization. (Author)

A study to assess the learning styles of 165 athletic trainers (44 percent response) found that most preferred kinesthetic learning (60 percent); were independent learners (63 percent); preferred written to oral examinations (58 percent); and spent most of their study time in a reading mode (72 percent). (Author/JOW)

Responses from 172 of 476 business training directors revealed that grammar, spelling, and punctuation were rated important for secretaries and business letter and report writing for managers; content areas for managers differed by company size and type of business; and seminars and workshops were most commonly used delivery methods. (SK)

There is strong evidence to suggest that adult education teachers who become trainers are happy in their second career. However, individuals considering a career move into human resource development need to be aware of the fundamental difference between the two fields. (JOW)

Responses from 32 of an adjusted sample of 38 managers of human resource development certification programs indicated that 44% were at research universities; they averaged 25 students per year, and 66% offered graduate credit for coursework. Issues having most impact on program development were the changed work environment, age of the work force,…

Survey responses from 255 of 800 human resource development managers identified 8 business understandings/competencies for new trainers: preparing presentations, writing business correspondence, using computers, understanding employee behavior, making speeches/presentations, knowing principles of group process and organizational behavior, and…

A national survey received 1,802 replies from trainers (14.2%) showing that salaries are flat and trainers feel underpaid. Women's salaries have risen three times faster, but women still earn $.80 for every $1 of male trainers. Specialists in management, career, or organizational development saw the largest increase. (SK)

A total of 291 supervisors were assigned to 3 groups (in-house training, external training, no training) for training in management of troubled employees. Both forms of training were effective in improving supervisors' knowledge of employee assistance programs. Supervisory training was best viewed as a process, not a single event. (SK)

A model of organizational learning includes information acquisition, information distribution/interpretation, meaning making, organizational memory, and information retrieval. Human resource development professionals have techniques for increasing competence in individuals, but they must also do so for organizations. (SK)

Zenker offers 10 tips for keeping TV-era audiences interested in presentations. Chapman gives advice for trainers on coaching outside speakers for effective training presentations. (SK)