Frederick Winslow Taylor (1856-1915) was an efficiency expert whose concerns were less about avoiding worker fatigue and more about increasing profit margins by any means necessary. Taylor was devoted to finding the One Best Way to carry out a task and then training workers to do that task unvaryingly; attempts by employees to improve their own…

Offers a four-step approach that highlights the key issues at each stage of the coaching process: (1) contract with the client; (2) observe and assess needs; (3) constructively challenge; and (4) handle resistance. (JOW)

Training is a system of requirements, resources, and results. The requirements tell the system what it needs to do, the system produces results intended to meet the requirements, and the system consumes resources to produce results. Understanding what the customer wants enables trainers to tailor all processes to that goal. (JOW)

Discusses performance-based training and suggests that organizations are focusing on performance and making breakthroughs in terms of competitive advantage. Offers reasons why trainers should focus on performance. (JOW)

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)

Discusses the use of hypermedia for performance improvement interventions in light of traditional approaches to computer-based training (CBT). Problems with CBT are discussed, hypermedia and hypertext are differentiated, links with data files are explained, hardware selection is discussed, and a comparison of hypermedia systems is presented. (LRW)

Explores training transfer issues through the following questions: Why should transfer be measured? When? Who should measure it? How? and Which instructional and performance technology techniques can enhance transfer? (SK)

Various types of human resource accounting systems are described and analyzed: asset models, expense models, the utility formula, cost/benefit analysis, and a comprehensive program design. Steps in this last design (e.g., review all jobs in the organization, analyze training needs for targeted jobs, determine training programs that have the…

Describes the pay-for-performance/pay-for-knowledge system implemented by Federal Express and the training for employees who deal with the public. The two major components of the program are job-knowledge testing and interactive videodisc instruction. (JOW)

The author states that none of the left-brain/right brain "mythology" is supported by the actual research on the differences between the left and right human cerebral hemispheres. In fact, he states, the research literature flatly contradicts most of the mythology. (CT)

Skillful instructors in combination with well-designed and appropriate training programs are critical links in improving employee performance and increasing organizational productivity. Training directors use a variety of strategies to prepare competent, confident, and resourceful instructors. The author presents the essential factors to be…

Explores the nature of the differences between end-of-training behavior and job behavior, the means by which end-of-training behavior is produced, and ways to minimize problems with the transfer of learning from off site training programs to the job. (Author/LLS)

Discusses the military's use of job aids to address the following problems: how to put more training into instructional programs without increasing course length; how to save training development time and money without sacrificing student achievement; how to reduce training products; and how to increase short- and long-term performance. (MBR)

Looks at the manner in which a student teacher's knowledge about the purposes for teaching a subject affects his or her lesson planning. Suggests that it is not sound to study planning as a general process without considering subject content and the teacher's understanding of why that content is being taught. (RBW)

Examines expert system shells and the role a microcomputer-based expert system can play as an intelligent job aid. Characteristics of traditional and automated job aids techniques are described, and the role of instructional designers in developing expert systems within organizations is discussed. (Author/LRW)