This article describes some of the factors that will facilitate or retard the use of microcomputers, some of the theoretical problems that will have to be faced, and some of the possible applications of the microcomputer in adult education. (CT)

Includes "Outdoor Training: Revolution or Fad?" (Wagner, Baldwin, Roland); "Getting the Most out of Outdoor Training" (Buller, Cragun, McEvoy); and "Outdoor Training Companies" (a directory of more than 100 firms). (JOW)

The four phases of developing a supervisory training program are discussed: (1) identifying training needs, (2) designing training to meet these needs, (3) conducting programs, and (4) evaluating training effectiveness. Supervisory skills, main categories of training materials, and types of evaluation are outlined. (MW)

Presents guidelines for designing a training program having a proper blend of didactic (instruction) and experiential (process) learning methods. Covers two major dimensions to consider in determining the appropriate blend of didactic and experiential methods: utility (how the learning will be used) and the nature of the learning. (EM)

Presents specific ideas on designing, planning, and staffing a training facility for industrial technicians. Facilities should be designed in relation to curriculum, traffic control, and safety. Trainer success is often based on both skills and attitudes. Presents case study at Commonwealth Edison; also reviews process by which various maintenance…

Presents a management training workshop/program design (based on organization development principles) which is applicable to a wide range of organizations and different organizational levels. (EM)

The author relates rules of program development to skills development courses, emphasizes the importance of familiarization with the job for which the training is intended, discusses the types of instruction available for program presentation, and discusses some specific uses of audiovisual materials and tests. (AG)

This article describes a career planning workshop for managers and its purpose is to support and accelerate the process of individual development without organizational coercion or manipulation. (Author/RK)

An approach is presented which uses the sociotechnical systems concept and a generic planning model as a guiding perspective in the implementation of computer-aided design and manufacturing technologies. (CT)

Summarizes practical advice gleaned from setting up a "corporate university." Provides tips for corporate developmental program efforts. (LAS)

Presents guidelines from the U.S. Department of Labor for developing an affirmative action employment program for the handicapped. Includes checklists of affirmative action items and a sample program policy plan. (MF)

Describes a planning system to meet the training requirements of specialized project personnel. This training planning system provides for an organized assessment of personnel training needs and the use of all available training media. It also provides mechanisms to document acquired training and to develop new training resources. (EM)

The first of five articles on how to plan an implement a supervisory training program focuses on establishing a philosophy and setting the right job climate. The philosophy of the organization should clearly communicate three levels of responsibility for the development of supervisors: supervisory, managerial, and organizational. (EM)

Describes the development of a training program for salespeople (trainees and managers) called Dimensional Sales Training (DST). It is noted that DST is designed to increase sales, build skills, and improve performance, while providing a systematic process of collecting data for measuring program effectiveness. (EM)