Based on personal experience, article outlines common problems which the author notes must be expected when an outside expert or consultant gives inplant training programs. Foremost among these are the mixed educational level of the class and the resistance to new techniques or mathematical references. (PD)

Big companies are big on individualized instruction, not because it is the technologically superior way of imparting skills and concepts but because it's a matter of necessity. Too much has to be taught, and there are too few instructors. (Author/EB)

The British have used the Industrial Training Act of 1964 to develop a dynamic training policy; and this is seen as a major factor in an economic growth strategy. (EB)

Describes a study that was the first stage of a project to evaluate a management training course designed especially for a group of research scientists and senior technical staff employed by several government and quasi-government organizations engaged in scientific and industrial research. (NRJ)

Reports on the expanded role of telecommunications in education, especially the computer networks that are developing on college campuses such as University of Minnesota and Carnegie-Mellon University. Discusses how the growing importance of telecommunications will affect policy in the management of higher education. (PD)

Rapid technological change is inevitable, and employees must develop some means of coping with such change. Two means of coping are suggested: an extension of industrial democracy, and an entirely new initiative to extend education to the place of work. (CT)

Because of increased training needs, caused by complex products and employee turnover, Honeywell provides trainers with training packages which facilitate more effective teaching of new production workers. (JOW)

The text is presented of a statement made by the Honorable Harry C. Parrott, Minister of Colleges and Universities, to the Ontario legislature, concerning the background to the formation of, and the potential functions of an advisory body, the Industrial Training Council. (SA)

Discussion of assessing training effects on corporate outcomes focuses on a study that examined the effects of trainee characteristics on training effectiveness in terms of job performance improvement. Investigates reasons for leaving and high turnover of company personnel. (Author/LRW)

The author reports on a survey of 64 human resources managers. Forty-eight percent of the respondents indicated that their organizations had some type of retraining program. Topics covered include (1) retraining topics, (2) employee types, (3) program content, (4) trainee scheduling, (5) completion rates, (6) payment, and (7) program success. (CH)

In the factory of the future, emphasis on quality and increased productivity creates a competitive advantage. People and computers work together in all major activities. Training is a major factor in creating that competitive advantage. (JOW)

Describes the Quality Improvement Program developed by Florida Power and Light's Nuclear Training organization that was awarded the Deming Application Prize for quality control. Training quality, team activities, training's role in business planning, customer involvement and evaluation, and continuous improvement of training are discussed. (LRW)

Discussion of human performance technology (HPT) interventions focuses on requests for solutions to problems that involve conflict between the FEFM ("Fix 'em for me") Virus and the WIIFM ("What's in it for me?") Requirement. Building a relationship of mutual trust and confidence with the client and demonstrating responsiveness…