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| Models | 3 |
| Competence | 2 |
| Competency Based Education | 2 |
| Job Training | 2 |
| Employee Attitudes | 1 |
| Job Analysis | 1 |
| Needs Assessment | 1 |
| On the Job Training | 1 |
| Peer Teaching | 1 |
| Personnel Management | 1 |
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Zemke, Ron – Training, 1982
Examines three distinct approaches to developing competency models: the modified task analysis approach, the critical trait approach, and the situational approach. Figures illustrate each model. (CT)
Descriptors: Competence, Competency Based Education, Job Training, Models
Zemke, Ron; Zemke, Susan – Training, 1999
Competency modeling is an attempt to describe work and jobs in a broader, more comprehensive way. Some organizations are restructuring their performance-management systems (interviewing, selecting, developing, rewarding, recognizing) around competence models. (SK)
Descriptors: Competence, Competency Based Education, Job Analysis, Job Training
Frederiksen, Lee W.; And Others – Training, 1986
Discusses the peer-training model, opposition to the plan, major objectives of the model, strategies for motivating employees to train and for making training a priority, training the trainer, ongoing training in the work units, and benefits of the program. (CT)
Descriptors: Employee Attitudes, Models, Needs Assessment, On the Job Training
