A method for defining alternative training approaches is discussed, including the application of new technology and the use/modification of existing training devices. The problem of evaluating the utility of videodisc-based training systems for high-tech military tactical systems is addressed. (Author)

The design of competency-based training in behavioral consultation involves the specifications of objectives, training procedures and evaluation techniques. The relationship of training and evaluation to behavioral-consultation training objectives and the benefits of a competency based training approach are discussed. (Author)

A commentary on two experimental gatherings organized by BACIE to bring together experienced trainers from industry and commerce and to promote an interchange of ideas and problems in specific areas of training. (Author)

BASED ON THE ASSUMPTION THAT TRAINING PROGRAMS ORDINARILY INVOLVE BOTH BENEFITS (ADVANTAGES) AND COSTS (DISADVANTAGES), THIS ARTICLE DISCUSSES THE FORM OF SUCH EFFECTS IN THE MANPOWER TRAINING AREA, AND PRESENTS SOME SUGGESTIONS REGARDING MEASUREMENT METHODS. THE NEED TO EVALUATE TRAINING PROGRAMS IN TERMS OF THEIR EFFECTS ON EFFICIENCY OF…

This model of consultation is a process of highly structured consensus for decision making. The consultant provides a framework for generating plans and solutions. The weakest link in consultation appears to be research and evaluation. Infusing consulting interns and university professors into internal operations will result in better evaluation…

The Behaviorally Anchored Rating Scale (BARS) technique was employed with 16 dormitory resident assistants (RAs) to develop an RA job description. Results revealed that RA's generally preferred BARS to the existing job description. Procedural refinements and further uses for the BARS job description are discussed. (Author/RC)

Discusses a project for developing individual and leader training for Forward Support Battalions of the Army National Guard. The scope covered 52 separate military occupational specialties and 6 different career fields for officers. "Lane Training" was used to isolate hard-to-train, high-payoff tasks to be developed using computer-based…

Presents nine strategies for gathering information on training effectiveness via: telephone, e-mail, mail-in survey, postcards, online bulletin board, a visit to the human resources department, the strategic plan, focus group, and end-of-course evaluations. (AEF)

An interview with Joe Harless, President of the Harless Performance Guild, on the much talked about technique of evaluating training packages, called front-end analysis. (BP)

The purpose of this publication on agency training evaluation practices is to share approaches used by federal agencies to assess needs and measure training effectiveness. Emphasis is placed on the process of evaluation. Names of the agencies and highlights of the examples used by each follow: (1) Plant Protection and Quarantine (Department of…

Discusses the steps for selecting a suitable authoring system for computer-based training. The factors of power, ease of use, productivity and maintenance, embedded within evaluative scenarios, are used as evaluation guidelines. (SED)

Describes a method used to enable business or organizational leaders to commit to and be accountable for training programs designed for employees or group members. The key ingredients in the development of a charter and an accountability plan are briefly described, and the application of the approach to a large manufacturing plant is discussed.…

The literature on training evaluation and evidence from a number of employers who are actually undertaking some training evaluation activities were reviewed and synthesized into a cyclical model for evaluating training. First, the following direct benefits of evaluating training were identified: quality control; efficient training design; enhanced…

This last article in a series on a process for the evaluation of training programs covers the "implementation" phase. The article presents a dramatization of the decisions and actions involved in evaluating a supervisory training program, with a flow chart for the entire evaluation process and several rating figures. (MF)