This book explores the perspectives of experienced practitioners, sharing ideas about building and sustaining organizational strength through workforce development practices and systems. As the saying goes, a company's greatest resource is its people. When managers really believe that and work to develop organizational capabilities, productivity,…

This brief booklet examines the issue of how to ensure that one gets the best possible return out of attending a human resources or human resources development and training conference. The first section discusses evaluating seminars, expos, and professional conferences and the rationale for attending. A four-year conference planning calendar lists…

To develop codes of ethics for their profession, college human resources personnel must first understand their primary job-related responsibilities. These include being alert to evolving organizational needs; coordinating needed training of employees; appreciating the nuances of psychology, communication, and motivation; and observing employee…

A review of the literature on human resource development (HRD) and HRD programs is presented. Topics include: (1) two definitions of HRD (Nadler 1983 and the American Society for Training and Development); (2) an analysis of those definitions; (3) the importance of HRD to organizations and individuals; (4) descriptions of types of HRD programs…

Successful human resource strategic planning at colleges and universities requires that: (1) outcomes contribute to the bottom line; (2) the plan is linked to the institution's long-term strategy; and (3) the plan is simple to understand and follow. Staff retreats are essential and should involve environmental analysis, departmental analysis,…

This workbook was created as a "do it yourself" tool for helping organizations and career counseling services develop policies and standards to enhance the quality of services. The process is aimed at helping articulate policies that are sensible for each organization and challenging and achievable by staff. It is intended to be a…

Sixty profiles are presented that demonstrate actual contracting in practice between organizations and colleges for the provision of instruction to employees, clients, or members. The objective is to assist colleges in the early stages of developing such arrangements, as well as to guide organizations that are considering this approach. Contracts…

Use of ethnographic methods to assess learning and staff development needs for workplace adult education programs is discussed, focusing on the teacher's role as ethnographic researcher. Four stages of ethnographic research are identified: (1) open-ended, inductive study; (2) structured observation; (3) analysis; and (4) speculation and sharing of…

This paper begins by presenting tips on developing technical training partnerships from the perspective of the local director of the Ohio Industrial Training Program. This section indicates that every linkage needs a catalyst and that the role of the Ohio Industrial Training Program is to be such a catalyst. The issues and concerns of which the…

This guide is intended to be used as a companion to "The Competitive Edge: Sharpening Your Skills in the Workplace" curricular materials--the student editions and instructors' guides. It can also stand alone as a reference for individuals just starting to implement or beginning to plan a workplace skills enhancement program in their organization.…

The purpose of this book is to aid vocational rehabilitation professionals in maximizing human resource capacities. It is intended to help build a delivery system based on needed skills and attitudes among its work force, through integration of various human resource components. The book proposes that in order for rehabilitation agencies to…

At the University of Oulu (Finland), a 1992-93 institutional evaluation included both self-assessment and external evaluation. The self-evaluation paid little attention to institutional human resource management, while the external assessment gave substantial attention to personnel policy, staff development, and manpower planning. A more strategic…

This document, which is designed for managers responsible for human resource development (HRD) policy and planning in the United Kingdom's further education (FE) colleges, draws on evidence from a study of 10 FE colleges to illustrate good practices in developing and implementing college policies and strategies for HRD. Presented first are a brief…

This document explains the British Industrial Training Research Unit's CRAMP (Comprehension, Reflex action, Appropriate attitude, Memorizing, Procedural learning) system for designing training. The first section introduces the CRAMP approach and includes an exercise (and answers) to measure whether the reader understands CRAMP's definitions of…

Designed for front-line training professionals, this book addresses the most pressing issues in the training and development field (T&D). "Introduction" (Lisa A. Burke) discusses the importance of viewing training as a subsystem of human resources, training as a systematic process, and indicators of high impact training.…