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)

Describes a program in Algeria which included the construction of a training facility to ease the shortage of semiskilled workers, particularly construction site electricians and instrument installers. Priorities were to define training needs, implement the program, and produce graduates as soon as possible. (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)

Presents specific training objectives which constitute a base for a one-year clinical training program in family therapy at the Institute for Juvenile Research in Chicago. Training objectives include three categories of skills: observational, conceptual, and therapeutic. Describes training objectives and the program in which they are implemented.…

A step-by-step method can determine whether training programs match the training needs as expressed by rated objectives. Trainers calculate the time devoted to each objective while the program users rate the importance of each objective. The match between importance and time is a measure of program efficiency. (LRA)

Examines the proclaimed dichotomy between real and unreal, theory and practice, actual and idealized notions of community needs and university attitudes with regard to training, and describes how San Diego State University's Educational Technology program attempts simultaneously to educate graduate students and serve its community. (Author/MER)

Describes two programs used by the Ford Motor Company to train manufacturing skilled trades personnel. Programmable Controller Maintenance Training Program for Industrial Technicians and Troubleshooting Strategy Program use simulation and provide improved task performance after training. (JOW)

Describes a model training program structured to provide basic knowledge and skills for child protective workers. (CM)

Examines learning points, the functions they serve in manager-employee discussion, how they are developed, and how to teach people to observe them, both in watching models and their own behavior. (Author/RK)

To estimate the overall effectiveness of counselor training, tested student counselors to explore "response-shift bias." Results from three groups of trainees spanning three years revealed the presence of a response-shift bias, confirmed the effectiveness of the training program, and demonstrated that students continually analyzed their…

Explores the relationship between participants' (N=76) perceptions of federally-funded substance abuse prevention training and participants' application of these programs. Most participants (98.7%) gave favorable assessments of the training. Analysis of training application indicates that learning application is influenced by the learner's…

Suggests that the course and malleability of maladaptive behaviors are partly rooted in early aggressive behaviors occurring in poorly managed classrooms. Encourages teacher education training programs incorporate classroom management training. Concludes that the nature and severity of aggressive behaviors in middle school depend on effective…

The functional relation between feedback and improved writing of Individual Habilitation Plan objectives in four adult service agencies serving the retarded was assessed. The agencies improved the quality of their written objectives after receiving feedback from the case manager and maintained those gains 18 months after feedback was terminated.…

Reflects on the practice of mentoring from a consultant/trainer/principal's perspective. The strengths of mentoring programs far outweigh existing limitations. Interested districts and schools must consider issues such as planning, training, and appropriate matching of mentors and proteges, if mentoring programs are to succeed. (MLH)

Outlines methods to improve safety and environmental training programs by stressing that the purpose of training regulations is to improve the quality of life. Provides an example involving the development and implementation of a Resource Conservation and Recovery Act training program. (MDH)