Connors calls for a 'leveling out' period and Society response to all functional segments." (Editor)

Reports the results of the first phase of a project sponsored by the American Society of Training and Development. (EB)

To avoid "crisis training" and gain management support, professional trainers should develop a comprehensive training policy that includes a mission statement, goals and objectives, a management system, needs assessment, costs, record-keeping method, and evaluation mechanism. (SK)

A strategic planning model for organizational effectiveness is built around the following elements: mission, key results, critical issues, goals, objectives, and strategies. Keeping the planning model simple and expectations reasonable increases chances for success. (JOW)

Management by Objectives (MBO) can be a powerful tool to help an organization improve productivity by tying part of the salary administration program to individual performance relative to mutually established goals. (BP)

This article identifies three types of training--cognitive, psychomotor, and affective--and states that a training which ignores one of these types of training may be deficient. The author cites an unfortunate parachuting program that neglected to include psychomotor skills. (JB)

Twenty training professionals in different occupational groups rated eight steps in the training process from development to execution to evaluation. Accountability proved to be a key factor in training success, while needs assessment is usually not well executed. (SK)

Article outlines four basic strategies for managing change and prompts the reader to take a mid-1973 quiz on his goals and training objectives for next year. (Editor/RK)

Successes and difficulties of MBO introduction in a government unit in Texas. (Editor)

Author explains organization development and tells why individually-oriented training is ineffective unless integrated within the context of an overall organization improvement. (Author/SP)

It is possible that the emphasis on increased accountability in the training function may drive out programs that cannot demonstrate quantitative, measurable improvements in performance or results. Five levels of issues in training evaluation are (1) work versus perk; (2) substantive versus symbolic; (3) external versus internal; (4) behaviors…

The organizational development strategy of the W. T. Grant Company, an overlapping group teamwork approach, is directed toward accountability, planned change, individual recognition, experience-based behavior, group morale, smooth information and communication flow, and decision making. (EA)

Leadership behavior derives from the different ways in which leaders respond to different situations. Problems arise when only one type of behavior is utilized in a variety of different situations. A list of variables to be considered by leaders in making appropriate behavioral decisions is provided. (EC)

Outlines problem-solving steps and describes force-field analysis as a technique for diagnosing human resource development/training problems and needs. (SK)