The author states that agencies must switch from pedagogical methodology to an andragogically based training operation. This switch will require a major re-education of training staff, but he argues that it is only through adult learning techniques that key personnel will become involved in development programs. (Author/CH)

Discusses the nature of human resource development (HRD), the role of the human resource developer, competencies needed by HRD practitioners, and the development of HRD practitioners. (JOW)

Discusses a current paradox in the field of vocational training, i.e., that at a time when technological change is making increased demands on the quality of vocational training, the quality of in-company training is generally deteriorating. Examines the paradox with particular reference to trainers. (NRJ)

A trainerless laboratory model wherein the trainer never attends is presented. The discussion includes the advantages and disadvantages of the model, evidence for its effectiveness, and implications for the future of training. (Author)

Responses to a questionnaire sent to more than 800 women members of the American Society for Training and Development showed clear affirmation of work-related discrimination. (EB)

A survey of the American training scene was provided for training and personnel managers from Great Britain. (EB)

Describes an exploratory study of student boredom as a block to learning, and reviews some of the implications for trainers if boredom is to be treated as a serious and frequent matter in management training. (MEAD Subscriptions, CSML, University of Lancaster, Lancaster LA1 4YX, England). (NJ)

Presents background information about terminology, the extent of corporate commitment to training, and the trainer's role before dealing with programs to train trainers. Recommended are training programs for trainers that provide multiple opportunities for interacting with other people under both simulated and real conditions. (Author/MER)

Describes a three-dimensional model for human resource development (HRD) professionals. The dimensions are HRD roles (learning specialist, administrator, consultant), practitioner categories (professionally identified, organizationally identified, collateral), and competency levels (basic, middle, advanced). Discusses the model's usefulness for…

Training and development experts Robert Blake and Jane Mouton formulate 11 significant issues facing the human resource development profession. (SK)

The educators' version of the Maslach Burnout Inventory was completed by 40 of 156 in-house trainers. More than one-third experience emotional exhaustion weekly, and almost half feel a lack of personal accomplishment. Subscales of emotional exhaustion, depersonalization, and personal accomplishment correlated with perceptions of organizations'…

Provides a survey of salaries in the training profession. Breaks down statistics according to sex, location, size of company, and specific job. Includes a worksheet to enable individuals to compare themselves with other trainers. (JOW)