Developers who use the systems approach to training begin developing a lesson by identifying the skills and knowledge to be learned and the kinds of learning experiences required. The next step is to develop instructional segments. These segments include all instructor and trainee activities required to master the skill. Learning segments include…

A systems approach to effective instructional design that is equally applicable to educational and organizational settings includes six components: (1) needs assessment, (2) systems design, (3) curriculum development, (4) organizational development, (5) feedback and evaluation, and (6) outcomes. The last component, outcomes, provides a context and…

Andersen Consulting is a global training firm with more than 20,000 consultants serving clients from 151 officers in 46 countries. In 1995, Andersen Consulting introduced a career development model (CDM) as a new organizing structure for its consultants in North and South America. The CDM, which translates the findings of research on integrative…

This study investigated the kinds of training conducted in Japanese companies and the degree to which instructional systems design (ISD) is implemented. A random sample of 12 Japanese companies in the banking, automobile manufacturing, electrical machinery, wholesale stores, insurance and securities, and transportation industries were surveyed; a…

School psychology is a very complex field further complicated by current socio-political contexts which mandate the development of a psychology of school psychology, requiring two things as first steps. The first step is a model which outlines the conceptual map of the area, gives direction to investigations in the area, and checks on the…

This document contains four papers from a symposium on change processes in organizations. "Mid-stream Corrections: Decisions Leaders Make during Organizational Change Processes" (David W. Frantz) analyzes three organizational leaders to determine whether and how they take corrective actions or adapt their decision-making processes when…

This document contains four papers from a symposium on human resource development (HRD) issues in Asia. "The Japanese Human Resource Development System" (Kiyoe Harada) provides a comprehensive model of the Japanese HRD system based on the current state of the art, including management practices and issues and trends in Japanese HRD.…

This document contains four papers from a symposium on adult learning issues and human resource development (HRD). "Creating a Systemic Framework for the Transfer of Learning from an Action Learning Experience" (Suzanne D. Butterfield, Kitty Gold, Verna J. Willis) discusses a study of the organizational elements that affect learning and…

To provide structure for developing curriculum for Competency Based Education (CBE), an effective and efficient model, Systematic Curriculum and Instructional Development (SCID), has been devised. SCID has five phases: analysis, design, development, implementation, and evaluation. Each of 23 components involves several steps, some optional. Phase…

This document contains four papers presented at a symposium moderated by Valeria Stokes at the 1996 conference of the Academy of Human Resource Development. "Management Development Simulations: Effective or Not?" (Jill R. Hough) reviews the differences between simulations and educational games and presents a simulation classification…

Recognition of the need for lifelong learning that is accessible to all Australians underpins the Australian vocational education and training (VET) system. The Australian Qualifications Framework is a nationally consistent framework that allows for credit transfer and articulation between Australia's schools, VET, and universities. The Australian…