Expresses concerns about "consultants" who, without real professional qualifications, put on a performance instead of conducting training. (SK)

Employers place less emphasis on experience and much more on adaptability. They want people who can learn. However, at the lowest stratum of the service sector, jobs are being dumbed down so that a worker has only to obey commands of smart machines ("Touch french fry icon now"). (Author/JOW)

Because organizations need to be broader based and cross-functional, workers must have broader expertise as well as deep specialized skills. Cross-training and teamwork are essential. (SK)

Kaizen is a Japanese management concept that means gradual, ongoing improvement involving everyone from top management to production workers. This concept is starting to appear in American companies, and it requires the personnel department to do a much more thorough assessment of job applicants, testing for leadership skills, interpersonal…

Presents the cases for and against advanced degrees for human resource development professionals. Notes that degree programs offer theory and internship experience, but there is such wide variety that employers cannot be sure of the quality of graduates. (SK)

Describes a method for trainers to identify critical job requirements or critical behaviors important in doing a job effectively or ineffectively. Suggests ways of recording/describing incidents and presents questions that must be addressed. Reviews steps in the critical incidents process. (CSS)

Discusses constructing the competency model to replace job descriptions. Focuses on potential users and benefits. Describes the application of a competence assurance system by a pharmaceutical division. Reviews how objectives are formed and how the sales representatives and others are benefitted. (CSS)