Instead of training staff to deal with problems, organizations need to recognize the problems and change to solve them. Training departments are changing to include organizational development to facilitate teams, design work processes, and get out where the real work happens. (JOW)

Points out the difference between "education," to increase intellectual awareness, and "training," to make someone proficient at a given task. Suggests that the formula for real training has four components: (1) define the measure of skillfulness required; (2) define the measurable outcome desired; (3) educate quickly and precisely; and (4) train…

Provides nine suggestions for those interested in technical training by videotape, including (1) make sure video is the right medium; (2) follow specific objectives; (3) get reliable feedback; (4) know what your client wants; (5) be creative; (6) write the script clearly; (7) use good narrators and actors; (8) plan and organize compulsively; and…

Discusses various aspects of ethics in business: recent trends in business, definitions of ethics, ways of applying the Golden Rule, management's role, educating people to think about ethics differently, beyond ethics training, making standards clear and sticking to them, and the belief that people want to do the right thing. (CT)

Suggests ways to minimize the risk of training failure and ensure that training accomplishes its objectives. Explains key differences to be learned in order to use the appropirate method of applying quality assurance and quality control. Examines five quality factors to be measured, including pre- and post-training testing devices. (CT)

Distinguishes between organizational development (OD) and therapy. OD is defined as a mechanism for problem solving in complex socio-technical systems. Describes possible drawbacks and advantages of the OD process. Provides examples of how OD has helped managers and non-managers work together. (CSS)

Although the Internet and multimedia will shape the future of training, there are times when in-person training is essential. Considerations for deciding what kind of training to provide include need for feedback, timing, cost, and trainee location. (JOW)

Virtual Reality (VR) is a computer-created sensory experience that so completely immerses participants that they barely can distinguish this "virtual" experience from a real one. VR promises trainers the ultimate method of simulation. (Author)

Offers effective ways to increase student involvement in the training classroom. Suggestions include use of questions and answers, subgroups, case studies and role playing, and debating. Indicates that the measure of success lies in how much usable learning has been accomplished by the greatest number of people. (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)

Describes how U.S. businesses in China are hiring and training workers and the challenges to trainers posed by cultural differences. (JOW)

Serious studies are underway that may help outdoor experiential training (OET) shed its faddishness and gain credibility as a legitimate instructional methodology. Only those programs that include clear objectives, skilled facilitation, a plan for transferring training back to the job, and credible evaluation and followup will be effective and…

The industry report of employer-provided training includes charts depicting training budgets, who's learning what and how, trends (including work teams and social issues), and technologies for training. (SK)

Explanations regarding the evolution of traditional military instruction and descriptions of efforts to develop performance-oriented training techniques (Utrain) in the Army are presented. (Author/LH)

By whatever method, whether we consider ourselves to be involved in training, teaching, or educating, the ultimate objective is the same: to impose new patterns of behavior, new habits, upon the narrow patterns and/or muscle responses of the students. (Author)