A training program for members of the Indianapolis Chamber of Commerce Training Advisory Committee, which is 80 percent small business, incorporated the following features: (1) four hours in the morning; (2) Friday morning programs; (3) $35 per program; (4) series; and (5) low fees to trainers. (JOW)

Discusses the importance of training for information technology trainers. Describes the team approach used by the Mobay Corporation to overcome the problem of matching trainers' skills to the task of developing training programs. (JOW)

Consists of four articles describing company and government policies concerning helping dislocated workers. Discusses (1) pre- and post-layoff services at General Motors, (2) placement services for geologists displaced by the collapse of the petroleum industry, (3) the Job Training Partnership Act, and (4) information services for laid-off…

The chief executive officer of Xerox demonstrates how his company uses education and training to improve quality and productivity in the work force. Leadership and the quest for quality in human resource development are illustrated. (SK)

Describes the Alliance for Research and Development in Applied Learning Technology, an effort of the University of Minnesota and the Wilson Learning Corporation to promote cooperation in research, training, and development. The alliance sponsors projects that address questions on adult learning and technological applications facilitating adult…

The Army's Job Skills Education Program is a computer-based instructional program that teaches basic academic skills in a job-related context. Its transferability to the civilian workplace provides another tool for enhancing workplace literacy. (SK)

Sun Life in Wellesley, Massachusetts, has an ongoing education program about acquired immune deficiency syndrome (AIDS) that provides employees with facts and works to change attitudes about the implications of AIDS for the workplace. (SK)

Presents a prototype training program using role theory as a framework for understanding sexual harassment in the workplace. Describes four phases of the program for employees, supervisors, and managers. (CH)

This article provides a flexible systems approach model for planning programs that includes seven steps: (1) assessing needs; (2) establishing priorities and responsibilities; (3) selecting goals and objectives; (4) allocating resources; (5) selecting teaching techniques; (6) evaluating outcomes; and (7) determining effectiveness. (JOW)

The author describes the implementation of a training program at her manufacturing-based company. She covers such program tasks as recruiting trainers, preparing new employee orientation programs, recruiting participants, and providing communication training. (CH)

The author describes a comprehensive career development system implemented by Coca-Cola USA. The system's objectives are (1) to promote from within, (2) to develop talent for the future, (3) to make managers responsible for development efforts, and (4) to make individuals ultimately responsible for their development. (CH)

Gives a working definition of culture and describes a training program for Canadian Indians designed to reinforce and clarify their cultural identity while developing marketable skills. The main features of the program are consultation with community leaders and participation of trainees in goal-setting and training design. (SK)

Presents general systems models (ballistic system, guided system, and adaptive system) and an evaluation matrix to help in examining training evaluation alternatives and in deciding what evaluation is appropriate. Includes some guidelines for conducting evaluation studies using four designs (control group, reversal, multiple baseline, and…