Any organization with a comprehensive training program has a leadership development curriculum. These programs include everything from conventional classroom learning with guest speakers to high-tech simulations and lavish retreats. There also may be mentorship thrown in, as well as multiple job rotations. Despite the well-rounded curricula, many…

Reports on a roundtable discussion covering major issues in training and development. Topics included the sudden visibility of training, retraining, and foreign competition. (JOW)

The author believes that one benefit of a clear philosophical view of training is consistency of effort and results. He includes a list of questions which can be used to identify significant training beliefs. (JOW)

Gives specific recommendations for the effective use of behavioral objectives in planning, designing, delivering, and evaluating training. (SK)

The author notes that before any training takes place, managers must know their responsibilities as advisors, coaches, reinforcers, and positive models. They must understand that, if they fail to fulfill those roles, their subordinate supervisors probably will not use their new skills on the job. (SSH)

Pretesting not only helps determine the benefits of a training program, it can actually help trainees learn more. (Author/SSH)

A step-by-step method can determine whether training programs match the training needs as expressed by rated objectives. Trainers calculate the time devoted to each objective while the program users rate the importance of each objective. The match between importance and time is a measure of program efficiency. (LRA)

If management's motives are clearly aimed at improved performance for individual and organizational growth, and if the process is applied faithfully both in spirit and in action, a measurable return on investment is virtually guaranteed. Therefore, the author calls for an effort that would integrate the performance-evaluation process into an…

Discusses the love/hate relationship that the human resources development community has with corporate training programs. Indicates three major objectives of effective programs: (1) build generic management skills; (2) build skills and knowledge applicable to a particular organization; and (3) forge and maintain a cohesive corporate culture. (JOW)

Presents a series of articles on training trainers. Sample articles include (1) course description and objectives for train the trainer activities and (2) questions trainers should consider in soliciting participant feedback. (CSS)