Emphasizing causation and motivation, this guide to safety training for foremen and supervisors in industry provides a method for correcting an employee, whether after an accident or after detection of an unsafe act, through an interview designed to find the reasons behind the act. Supervisory responsibility for safety is indicated, together with…

This booklet contains training recommendations for professional, administrative, and commercial trainees of the carpet industry in Great Britain. Focus is upon persons to be trained; responsibility for training; assessment of training needs; recruitment and selection; descriptions of types of programs; instruction and supervision; control of…

New arrangements for craft training in the British engineering industry call for a three stage structure: (1) a year of basic training in a wide variety of skills (welding, vehicle painting, electrical engineering, mechanical engineering, and others); (2) selected training in specialized skills under controlled conditions; (3) experience in using…

One specific area of industrial relations training is considered--that of meeting the implications of change as a result of the current theme of joint involvement in proposed industrial relations legislation. This will demand new approaches for industry in England. (Author/BP)

Illinois manufacturing firms were surveyed concerning communication training for first-line managers. Responses indicate that formal training programs exist in less than one-third of the installations; but when such training is provided it frequently includes communication concepts and skills which are practical in orientation and which are based…

An industrial training cost-effectiveness model developed at Bowling Green State University and used in several practical situations is evaluated with definitions of terms, structured training program costs, training returns, and data collection and analysis procedures. The authors emphasize that money spent for structured training is an…

Describes the Xerox International Center for Training and Management Development in terms of the physical facilities, sales training, service training, and Xerox instructors. (TA)

The authors critique five articles in the special feature issue of the journal on alternate delivery systems for industrial training. Comment focuses on problems of implementing instructional delivery systems and on differences in terminology. (CH)

Discusses the six-step process the Des Moines Area Community College (Iowa) uses to design and deliver customized training for new and expanding businesses. Also discusses the New Jobs Training Act that provided tax incentives to those businesses and granted exclusive rights to the state's community colleges to contract for training with them.…

The author presents results from a survey of organizations with 100 or more employees, regarding formal training programs. Information is provided on hours of training for workers in nine types of jobs. Data on instructional methods, types of training, and use of computers in training are also included. (CH)

The author provides guidelines for choosing and working with a producer and various other consultants when producing training videos. Specific recommendations include (1) remember who is the expert in what; (2) ask, clarify, and confirm; and (3) make sure video is the way to go. (CH)

The author defines the output and effectiveness of training and its monetary and psychological costs and discusses the cost-benefit implications of institution-based training, enterprise-based training, apprenticeships, self-instruction, and new educational technologies. He argues that an examination of these implications is indispensible for…

Identifies communication skills needed in industry and suggests that communication curricula be expanded to prepare students for careers in industrial training. (PD)

Four authors who have experience with contract training present their recommendations for those who want to become contract trainers. Topics covered include program design, audience analysis, and marketing the trainer. (CH)

Describes two reinforcement techniques designed to ensure transfer of learning from management training courses to the workplace: (1) participant journal writing to capture management insights occurring during training and (2) support groups providing encouragement, feedback, and accountability. Results of an evaluation of the techniques'…