Goal-based training has specific, predetermined objectives, whereas goal-free training involves implementation of innovations whose outcomes cannot be predicted. Evaluation of goal-free training must consider clients' requirements, the effectiveness of the initiative, and application of feedback. (SK)

The article discusses some of the aspects of production quality in the designing of video training programs as they relate to training objectives. (BP)

Two important components of performance, selection and placement of personnel and the motivational environment created by an organization, influence what a trainer can reasonably expect to accomplish in a training program. The implications of these components for training program success are examined. (EC)

A set of guidelines for developing trainers into creators, planners, and controllers are presented. These guidelines are offered as a brief refresher to experienced trainers and as fundamentals for trainers new to their job. (Author/DS)

The author believes that one benefit of a clear philosophical view of training is consistency of effort and results. He includes a list of questions which can be used to identify significant training beliefs. (JOW)

Presents a four-step model for learning task analysis that is based on empirical and theoretical footings: (1) identification of instructional goals/tasks, (2) specification of behavioral contributors, (3) classification of contributors into learning domains, and (4) application of varying analytical procedures to tasks in each domain. (Author)

Employees often want training in areas that are irrelevant to their jobs or inconsistent with organizational objectives. A well-designed questionnaire can weed out training wants to uncover an employee's true training needs. (Author)

It is possible that the emphasis on increased accountability in the training function may drive out programs that cannot demonstrate quantitative, measurable improvements in performance or results. Five levels of issues in training evaluation are (1) work versus perk; (2) substantive versus symbolic; (3) external versus internal; (4) behaviors…

A research review finds that (1) return on investment in training has rarely been calculated; (2) training has positive effects on wages and productivity; (3) different types of training have different effects on productivity; and (4) individuals and employers have objectives for training other than wages and productivity. (SK)

A study which illustrates a method for predicting how changes in selection criteria could affect training time and training costs in self instructional courses. (Author)

A study which illustrates a method for predicting how changes in selection criteria could affect training time and training costs in self instructional courses. (Author)

An 80-item checklist for developing a training program in small manufacturing plants is provided by the Small Business Administration to assist plant managers. (DS)

The increasing worldwide use of the metric system is leading the United States into abandoning the English system of measurement and undertaking the monumental task of converting to the metric system. Great Britain offers valuable training experience to the United States with their seven year lead into metrication. (DS)

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)

Cites a study designed to quantify the nature and extent of in-house communication training and presents data collected from individuals who conduct such training. (MH)