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)

Discussion of human performance technology (HPT) interventions focuses on requests for solutions to problems that involve conflict between the FEFM ("Fix 'em for me") Virus and the WIIFM ("What's in it for me?") Requirement. Building a relationship of mutual trust and confidence with the client and demonstrating responsiveness…

Outlines a procedure which training professionals and business managers can use to assess the effectiveness of their corporate evaluation studies. Meta-evaluation is explained; and phases in the training evaluation process, including plan, develop, obtain, analyze, and report, are described based on experiences at Motorola. (Contains two…

Stresses the difficulty of "maintenance" of newly learned behaviors by reinforcement and feedback on the job and proposes an alternative means of promoting transfer of training--establishing rule-governed behavior. Some ways of establishing rules in training are listed and discussed, including use of behavior-modeling and other…

Examines certain common professional characteristics that unite instructional developers across a variety of settings, and addresses the question as to whether a strong case can be made for providing developers with a common approach to their training. (Author/MER)

Provides directions for conducting a workshop providing technical training in a large organization that links job performances to work processes. Organizational levels of performance are discussed; relationship maps and process maps are explained; and an example of a workshop for a software maintenance environment is presented. (two references)…

Discusses the role of feedback in performance technology and suggests ways to improve both the accuracy and the effectiveness of the feedback. Desirable characteristics of feedback are described, including promptness, directness, reliability, and usability; and the need for assessment and assimilation following feedback is explained. (LRW)

Discussion of training effectiveness focuses on needs assessment and its link to accurate performance evaluation. The components of needs assessment are described; front end analysis as an outgrowth of needs assessment is discussed; and the relationship between training and performance improvement is examined. (four references) (LRW)

The Bell System Center for Technical Education uses a program which trains the subject matter expert (SME) in instructional technology (IT) and the instructional technologist in subject matter understanding. This cross-training is provided in order to encourage effective teamwork between development personnel. (MER)

This report presents the results of a demonstration of the cost effectiveness of supervisory and management development training, and it outlines a model that will permit practitioners to conduct a definitive analysis of the financial value of training. The purpose of the study was to predict potential Return on Investment (ROI) and measure the…

This discussion of methods of selecting and training present and future staff in business and industry emphasizes importance of the incorporation of senior management's goals and objectives into the process. An example of a Functional Skills Rating Form for use in interviewing is included. (LRW)

Describes an operations audit as a means of reporting the effect of such interventions as training programs on organizational productivity; discusses the value of an accurate mission statement; describes an audit conducted to learn effects of management training programs at Lutheran General; and reviews steps and measurement techniques of…

Discusses the results of a study in which data gathered through interviews with managers at various levels from six coal mining companies were used to compare worker productivity levels with the utilization of company-sponsored training programs. A table summarizing the results and a 14-item reference list are included. (Author/JL)

Discusses the heuristics that should guide the creation of good examples to be used in instructional design. The elements of accuracy, clarity, attractiveness, and transferability are described, and an example of the concept of role conflict is given. (LRW)

This excerpt from "Managerial Engineering: Techniques for Improving Quality and Productivity in the Workplace" describes the development, objectives, and use of On-Error Training (OET), a method which trains workers to learn from their errors. Also described is New Joharry's Window, a performance-error data analysis technique used in…