A survey on learning processes received 90% response from 141 managers in Brunei. Individual learning was not significantly related to organizational learning. Learning within teams was partially related to organizational learning. Cross-functional team learning was significantly related to organizational learning. A three-factor model of…

Comparison of the performance of two information systems development teams similar in demographics and cognitive ability revealed that significant differences in personality type, as measured by the Myers Briggs Type Indicator, determined performance differences. Better performance was influenced by balance of types, good match between…

Graduate students were trained as raters either using frame of reference (FOR, n=220, behavior observation training (BOT, n=21), or performance appraisal (controls, n=21). They rated videotaped lecturers twice. FOR increased number of behaviors recalled; FOR and BOT improved recall quality. FOR improved rating accuracy even after 2 weeks.…

Introduces and draws on other papers in this issue to discuss how task performance is achieved in workplace settings and the extent to which the knowledge needed for task performance is generic. Explores these questions from a variety of theoretical frameworks. (SLD)

Discusses the difficulty in measuring the return on investment in e-learning. Describes multilevel measurements, including participant expectations, cost effectiveness, speed, and performance improvement. (JOW)

Defines goal of criterion development in Army's Project A as construction of multiple measures of major components of job performance such that total performance domain for representative sample of population of Army entry-level enlisted positions was covered. Describes major steps in job analyses, content sampling, instrument construction, and…

Performance appraisals of 135 employees were conducted by immediate supervisors and measures of relationships with supervisors and perceptions of the effectiveness of goal setting were taken. The impact of goal setting was strongest on poor performers and on those who had poor relationships with supervisors. (SK)

Presents findings of organizational learning literature that could substantiate claims of learning organization proponents. Examines four learning processes and their contribution to performance-based learning management: knowledge acquisition, information distribution, information interpretation, and organizational memory. (SK)

This human resource development model includes the external environment (economic, political, and cultural forces) and organizational mission, strategy, structure, technology, and human resources. It highlights the fundamental role of performance and its improvement to maintaining the integrity of the individual, the process, and the organization.…

A performance support system (PSS) uses computers and associated technology to provide the help a performer needs when the performer needs it, and in the format in which it is needed. The goal of PSS is to provide whatever is necessary to generate performance and learning at the moment of need. (Author/JOW)

Lessons learned by two neophyte trainers in a corporate quality improvement program include (1) the importance of team training; (2) training across levels, mixing different departments and responsibilities; and (3) concreteness and small group instruction. (SK)

Customer service representatives (n=90) completed the Position Classification Inventory (PCI), Self-Directed Search, and a cognitive ability test. PCI was similar to the Dictionary of Holland Occupational Codes in predicting performance. Cognitive ability was not significantly correlated with performance. Person/environment fit was supported as a…

Interviews with 1,011 students and employed adults explored seven work-related themes: decision making, self-knowledge, meaning of work, career planning, social/work environment, educational institutions, and job market. Results supported the validity of the Vocational Locus of Control Scale. (SK)

Argues that objectives are not specific enough for the design and development of performance-improvement activities. Describes the Proforma model, a prescription of the behavior, standards, support, and noise requirements that mirror the action elements of performance at the individual, work-group, business unit, and process levels of an…

Discusses learning in organizations, competitiveness, and training effectiveness. Describes a study that was conducted to determine if it is possible to link sales production to participation in classroom sales training, and if so, what elements seem to be most useful in enhancing employee performance and sales performance. (Author/LRW)