A program to train bank operations supervisors to conduct quarterly informal performance appraisals involved three modes: content-only training, content-plus-procedure training, and no training. While content-plus-procedure was predictably the most satisfactory, content-only, because it lacked a practice component, was less effective than no…

Examined whether employee involvement (N=65) in the development of behaviorally anchored rating scales (BARS) used in the feedback interview affected ratees' perceptions of the interview. Results showed that participation in BARS construction led to favorable perceptions regarding the performance appraisal interview process as well as positive…

Investigated the relationship between Type A behavior, sales performance, and job satisfaction among 355 life insurance agents. No significant differences were found between Type A and B agents on sales performance and job satisfaction measures. Type A behavior was associated with stress and health complaints. (JAC)

Argues that technical writing students should be taught much more than just writing skills for employment. Discusses many activities technical writers engage in on the job, such as researching or seeking out information, interacting with product developers, and acting as a consumer advocate in improving products. (HTH)

There are three phases in the process of introducing and establishing staff development. They may be characterized as: What is it? How do we get started? and How well are we doing? Sooner or later, an interest in some form of evaluation is inevitable. (Author/SSH)

The author explores the theory of changing basic thought processes in order to improve personal performance on the job. This entails helping people identify their existing thoughts and replacing the ones that won't support performance goals with those that will. (CT)

Describes a strategy-based learner-controlled instruction model. Strategies involve predetermining training results; recognizing the prior experiences of employees; using the real work world in training; evaluating actual performance; providing immediate and continuous feedback to employees; self-paced training; and self-managed training. (CT)

Techniques and guidelines for effective interviewing of prospective employees are presented. Centers on the re-creation of past job performance. (CT)

Stress management training can be a cost effective way to improve productivity and job performance. Among many relaxation techniques, the most effective in terms of teachability, participant motivation, and profitability are self-hypnosis, progressive relaxation, and transcendental meditation. (SK)

"Operating metaphors" that people unconsciously use to understand life and work experiences may limit behavior and performance. A psychometric instrument under development can reveal a person's underlying metaphors as a first step to changing them. (SK)

Individual mastery of knowledge, skills, and abilities is no longer a sufficient guarantee of competent practice. Behavioral and cross-professional capabilities for effective teamwork should also be considered in the design, delivery, and evaluation of continuing professional education. (SK)

A comparison was made of IBM employees in traditional offices (n=4,316), virtual offices (n=767), and home offices (n=441). Home office teleworking helped balance work and family and enhanced business performance with cost savings. Virtual office teleworking was associated with less work-family balance and less successful personal/family life.…

Explores superiors' evaluations of leadership skills of their managers to determine if sex differences exist. Rates middle and upper level male and female managers on "Benchmarks," a multirater feedback instrument. Detects no sex differences except that females rated higher in putting people at ease. (PA)

Explains performance-centered learning (PCL), an approach to optimize support for performance on the job by making corporate assets available to knowledge workers so they can solve actual problems. Illustrates PCL with a Web site that provides just-in-time learning, collaboration, and performance support tools to improve performance at the…

Discussion of assessing training effects on corporate outcomes focuses on a study that examined the effects of trainee characteristics on training effectiveness in terms of job performance improvement. Investigates reasons for leaving and high turnover of company personnel. (Author/LRW)