The subject matter of a class is the student, not the knowledge, says the author in discussing how adult learning is achieved and how to motivate adults to learn. Motivating requires being attuned to how adults learn (e.g., adults must want to learn, adults learn by doing, informal environments are best, etc.). (MF)

Discusses the application of satellite information delivery to training. Describes a new trend, horizontal programming. Also discusses vertical programming and in-house production of training materials. Lists vendors of satellite-based training. (CH)

Describes a field test conducted by the North Carolina Office of Day Care Services to examine the relative merits of telecommunications and traditional training in a realistic setting. Compares costs, time needed for training, and trainees' attitudes. Also discusses location of teleconference centers, content development, frequency of delivery,…

Suggests three stages to proposal writing that will help increase the writer's success rate and help in writing proposals faster: interview the reader/buyer; write a "yellow-pad" proposal; and use a guide for proposal writing. Also discusses how to organize a proposal. (CT)

Results of a study conducted by Purdue University concerning the use of computers by supervisors in manufacturing firms are presented and discussed. Examines access to computers, minicomputers versus mainframes, training time on computers, replacement of staff, creation of personnel problems, and training methods. (CT)

Describes how Hughes Aircraft trainers followed four steps in meeting the challenges of a flexible manufacturing environment: needs assessment, design strategy, pilot evaluation, and follow-through. Within this environment, 50 self-paced training products were developed for one of the company's wire and back plane harness assembly departments. (CT)

Author outlines two basic session plans and sets down guidelines for a successful training program. (Editor)

After pointing out that the concept of competition lies at the roots of our economic system, the author points out that competition is not always a good thing. (Editor)

Article describes the changing concern from how to why for total organization development. (MM)

Describes an outplacement training program conducted in a small group format with the option of individual follow-up counseling sessions. Program elements discussed include lecture topics, inventory of skills, job search activities, individual counseling, participant attitudes, and recommendations. (CT)

Recognizing that trained managers and supervisors are sorely needed, particularly in today's economy, the author discusses the historical pattern of training and calls for improved methods by those responsible for management training. (JOW)

The time to plan training is in the research and development stage of a new product. Seven major steps are online training, process validation, skills certification, development of manufacturing training instructions, skills verification, transfer training, and offline training and certification. (SK)

The authors promote the position that the benefits tend to exceed the pitfalls of dual facilitation of intense small group experience and should become a more standard feature of laboratory training, for reasons of new trainer development, better learning experience for participants, and continuing skill development of experienced trainers. (AJ)

McGraw-Hill's behaviorally oriented multimedia sales training program uses pencil and paper exercises, tape recordings, and role-playing situations. Evaluation of the program indicates improved sales since 1972 when the program was introduced. (MW)

The traditional sales approach is "How can I get the customer to do what I want?" An alternative and more functional approach is, "How can I get myself to do what the customer wants?" (Author/MW)