One specific area of industrial relations training is considered--that of meeting the implications of change as a result of the current theme of joint involvement in proposed industrial relations legislation. This will demand new approaches for industry in England. (Author/BP)

Manpower personnel training programs in higher education settings have suffered a variety of ills. This article describes a way to cure many of them--the Continuing Education Unit (CEU). Salient features of CEU are described, implementation guidelines are suggested, and references are provided for those desiring more information about the CEU…

The utilization of new knowledge in applied social science settings requires that this knowledge be transmitted in formats that are directly relevant, instructional, and parachutable. This article presents information and guidelines to be applied in considering training content, teaching/learning methods, and media. A model program is briefly…

In a survey, clients and consultants agreed that actions fostering success are the following: agreeing on objectives and evaluation measures, providing flexible approaches, gaining commitment, and preparing the consultant. Both cited unclear/unrealistic objectives as a pitfall. To improve client/consultant success, guidelines can identify the…

Twelve training experts discuss their views on the efficacy of sales training in relation to organizational budget and sales success. (WL)

Realistic specific objectives can be derived only from a rigorous analysis of needs in terms of skills, attitudes, and knowledge, and by a full participation of all teachers. One approach for defining aims of psychiatric education in England is described. (LBH)

The second phase--planning phase--in a three-part training evaluation process for organizations, businesses, and/or industry is presented through dramatization and commentary. (Steps in this phase include design, organize, estimate cost, offer options and negotiate, and present findings.) A flow chart traces the entire training evaluation process.…

Comparison of goals (number and content) in individual program plans for developmentally-disabled persons in New York (N=170), Pennsylvania (N=298), and Tennessee (N=1,275) indicated that goals varied as a function of intellectual level in all three states and as a function of program setting (institutional, community, or residential) in New York.…

Describes the dilemma of research training in gerontology: the need for rigor of disciplinary science with intradisciplinary awareness. Relates the problem to organizational features of the Association for Gerontology in Higher Education and the Gerontological Society of America, and summarizes a preliminary educational approach to possible…

Presents a situation by response model that enables trainers to organize and simplify the planning, training, and application of making appropriate response choices. The discussion covers the possible uses of the model and the necessary steps involved in the creation of the model. (CLB)

Reports findings of a survey of 12 major companies and 20 researchers and administrators to determine the importance placed on corporate training. Discusses which companies or divisions are using training, what factors affect or inhibit training, and policy considerations. (CH)

Examines two key considerations related to the question of whether computer-based training is justified--training objectives, and costs of developing computer-based programs. Questions on training content, skills to be performed by trainees, specific training objectives, development and revision costs, salaries, and cost estimates are presented to…

Discusses the systematic approach to training, how this approach increases training impact, and how it evolved and identifies the four components of this approach, describing three components in detail--pretraining briefing sessions, review of individual training objectives, and group followup. (MBR)

If management's motives are clearly aimed at improved performance for individual and organizational growth, and if the process is applied faithfully both in spirit and in action, a measurable return on investment is virtually guaranteed. Therefore, the author calls for an effort that would integrate the performance-evaluation process into an…

This article summarizes the development of vocational school psychology over the last 10 years, presents its current status, and proposes its probable future. Vocational school psychology is viewed on both a specialty and as an area of services expected from school psychologists in general. (Author/BW)