Profile training should be designed to develop the four basic interaction skills of situation analysis, interaction objective establishment, behavior planning, and behavior monitoring. (KP)

Criticizes the university-sponsored executive development programs as being designed more for the convenience of the institution than for the needs of the business man. (DS)

The authors, both psychologists employed by a large British company, examine some of the difficulties that can occur when the training department of an organization is asked to train managers in the use of an appraisal program. (Editor/AN)

Networking as a goal of training can increase communication, problem solving, and flexibility. Necessary steps are selecting participants to support the network, including provisions for trust and relationship building, ensuring the transfer of training, and encouraging followup and accountability for transfer. (SK)

Emory University's external management institutes for government and industry provided an ideal model for an in-house development program. (Editor)

The Senior Managers Program of the U.S. Department of Education integrates training with on-the-job application of skills to provide a more effective learning environment and immediate results. Each training workshop is followed by an intervention in the participant's work unit, and teams work on agency problems identified by high-level officials.…

Major approaches to management development, and the advantages and disadvantages to each, are listed; areas of special relevance to Federal managers receive emphasis. Probably training preparatory to promotion or updating is best done by a mix of on- and off-the-job experiences; for innovative purposes, training must be done under specialized…

Article attempts to survey major American corporations in order to present what is actually happening in management training today. (GB)

When managers apply the skills they learn, the techniques associated with leadership training often do not translate to improvements in employee productivity or in organizational productivity or profitability. (JOW)

The author discusses some important MHR (management of human resources) issues and stresses the importance of considering human resources problems in relation to the present socioeconomic system and the changing needs of society. (CT)

The interview with Edgar B. Speer, chairman and chief executive of the United States Steel Corporation, focuses on the company's training and development activities. The role of the training department in management development is discussed. (EC)

Opposing the idea that small business is dying, the author suggests that opportunities for small business still exist. (Editor)

The laboratory approach in managerial training generated a learning design seeking to reverse degenerative communication sequences and to reinforce regenerative communication sequences. (DS)