Describes a submethodology for using information from the analysis phase during the design phase when developing technical training. The development of instructional materials is discussed; Keller's ARCS (Attention, Relevance, Confidence, and Satisfaction) motivation model and Gagne's events of instruction are compared; and the development and use…

The biggest concern about resistant trainees are problems their lack of learning can create later. One way to deal with resisters is to establish a link between the person, the job, and the organization's goals. (JOW)

This interview with Sunil Weeramantry, a World Chess Federation Master, examines his initial involvement in the world of chess, changes in the field of chess, the role of mentors, the qualifications and role of the chess coach, and the development of chess talent in young children. (DB)

De Valk examines three group dynamics that challenge every trainer: groups that are too large, groups that are reluctant to talk, and groups that talk about everything but the issue at hand. Beary describes nine ways in which trainers can use questions to enhance the learning process. (JOW)

Discusses decision making and suggests that using simulation techniques based on a sophisticated decision support system facilitates the identification of utility-maximizing strategies. The negotiation training model is described, and preliminary results based on simulation runs are reported. (LRW)

Discusses tacit learning, the bringing together of mind and body by practice, and how to incorporate it into training. Includes descriptions of exercises that reveal tacit knowledge. (JOW)

This condensed version of the American Society for Training and Development's annual state of the industry report highlights the practices that distinguish leading-edge firms from average organizations in how and to what degree they train. (JOW)

Discusses ways to embed customer service learning and customer loyalty including making customers think, examining every aspect of customers' service encounters with staff, providing follow-up, making learning fun, and involving customers in your business. (JOW)

Describes a framework for designing an electronic performance support system (EPSS) that reduces the requirement for more traditional forms of training. An intervention summary table is provided that includes five types of interventions, user access, user type (expert and/or novice), purpose, and difficulty. (Author/LRW)

Examines the differences between traditional training and performance improvement. Highlights include the role change for human resources professionals from managing employee training to shaping strategic plans for the organization; incorporating a systems approach; engaging a task force; and enlisting top management support. (LRW)

Discusses the importance of situational factors in training program development, particularly in programs intended for professionals in the fields of mental health and social welfare. Proposes a methodological manner for selecting situations relevant to future tasks that revolve around the role the professional is expected to fulfill. (Author/LRW)

Offers suggestions for international training: tone down natural assertiveness, be flexible about time, do not use group participation, expect problems with logistics, and expect the best. (JOW)

Current training methods are not adequate to develop the level of communication skills needed in the workplace. Innovative methods drawn from theatre and educational drama, including using voice and body in communication and developing self-understanding, form the basis of integrated communication training. (SK)

Provides 10 guiding principles related to online learning: (1) know your business, (2) market, (3) respond to needs, (4) know infrastructure, (5) test, (6) create impact, (7) use support systems, (8) use games and simulations, (9) use short modules, and (10) link people through the Web. (JOW)

Although online training is causing restructuring in some companies, content is still predominant and can be delivered without the Internet, for example, through self-study books. Companies should deliver training in the best format for their employees. (JOW)