The key to measuring training results is to target them during front-end analysis. Training for results means knowing which performances have to be changed before choosing an intervention. (SK)

Provides directions for conducting a workshop providing technical training in a large organization that links job performances to work processes. Organizational levels of performance are discussed; relationship maps and process maps are explained; and an example of a workshop for a software maintenance environment is presented. (two references)…

Accuracy and effectiveness of job performance standards and competencies can be increased through authentic worksite research and applications of advancements in cognitive science. (SK)

Results of an exercise in which 145 banking managers mentored a hypothetical protege indicated that mentors anticipated greater rewards and were more willing to mentor the better their proteges' past performance. Mentors were more willing to mentor and anticipated greater rewards if male proteges were married and female proteges were single. (SK)

Managers can foster employee career development by recognizing "coachable moments": when employees demonstrate new interests, seek feedback, experience poor job fit, or are thinking about change. Managers can verbalize support and mobilize employees by suggesting concrete steps. (SK)

Training needs analysis in an organization is influenced by characteristics of the organization, decision makers, and analysts. As organizations adapt to the changing environment, needs analysis helps define human resource problems and appropriate solutions. (SK)

Tests an integrative model of the relationships among diversity, conflict, and performance, using a sample of 45 electronics-industry worker teams. Functional background diversity drives task conflict; multiple types of diversity drive emotional conflict. Task conflict affects task performance more favorably than does emotional conflict. (102…

Hierarchical regression analysis of data from 118 financial services employees indicated that those who received more formal training received superior ratings of improved job performance. Those with more formal training had greater confidence in their ability to do their jobs. (SK)

Discusses the methodologies successfully used at the University of Michigan Plant Building Services for the maintenance of the safety and health of almost 400 management and custodial staff, and which may be extended to cover all the more than 1,500 workers throughout the university's Plant Operations Department. The establishing of departmental…

Age discrimination in the workplace is widespread and often based on stereotypes. Research has demonstrated that older workers learn and perform well. Adult educators should eliminate ways in which educational practices perpetuate ageism, raise awareness of it in the workplace, and help older workers continue learning. (SK)

Performance appraisal is widely endorsed as an essential part of the staffing process, yet most student affairs practitioners acknowledge that it is done poorly, or not at all, in their institutions. The reasons for this neglect are outlined, and suggestions are offered for ways to make performance appraisal a more valuable staffing tool.…

Analyzes concepts of education and training within the context of liberal adult education, finding significant differences. Compares the performance and learning models in human resource development, concluding that learning is conceptually richer and more comprehensive. (SK)

Illinois extension educators (n=95) who were reappointed after restructuring faced changes in subject matter, service area, primary contact group, and targeted clientele. Job performance was negatively affected by changes in primary contact group and targeted clientele, and by anxiety after reappointment. (SK)

A meta analysis was conducted of studies examining the relationship between grade point average and salary, with salary as the dependent variable. Results suggest that grades may be meaningful predictors of current salary and somewhat meaningful for starting salary. (SK)

Three types of staff development portfolios were studied: dossiers, course-related learning, and reflective learning. Analysis of their use as developmental assessment tools indicated that reflective portfolios are particularly effective for performance and learning-related change. (Contains 30 references.) (SK)