Presents background information about terminology, the extent of corporate commitment to training, and the trainer's role before dealing with programs to train trainers. Recommended are training programs for trainers that provide multiple opportunities for interacting with other people under both simulated and real conditions. (Author/MER)

Identifies six critical success factors to rethink performance improvement following the terrorist attacks of September 11. Topics include moving out of traditional paradigms to use wider boundaries for planning and continuous improvement; focusing on end results; levels of planning; ideal visions; preparing clear, measurable objectives; and…

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)

In the future, businesses will demand workers with higher-level skills and more education. Community colleges are key providers of career and technical training as well as traditional academic education. These colleges can also play important roles in the one-stop system created by the Workforce Investment Act (WIA), through which a variety of…

This reference book for basketball coaches provides a total program of both offensive and defensive strategies and tactics. The emphasis is upon an innovative offensive system with an accompanying defensive plan. The initial chapters deal with the installation of the three series of the New Option Offensive: "Red,""White," and "Blue." A drills…

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

This article reports on an experiment that evaluated the effects of a 27-day sit up exercise training program on adipose cell size and adiposity. Fat biopsies were taken by needle aspiration from male subjects before and after a progressive training regimen. Results are discussed. (Author/DF)

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 discusses his definitions of training and education and presents his suggestions for the solution of management and supervisory training problems: (1) that training should meet real, identified needs, (2) that training responsibilities lie with each manager's superior, and (3) that all training should be results-oriented. (SA)

Author sees trainers as change agents and suggests three areas for change within the organization. (SP)

Psychiatric training in internship programs is suggested to enlist the help of all practicing physicians in order to prevent psychiatric problems. (IR)

The concept of training workshop dominates the approach of the State of Illinois to drug education, although programs of many modalities are currently operating within the state. The author advocates moving rapidly beyond creating "awareness" of the drug problem and beginning to equip people with community action skills. (Author)