This article is an introduction to how the Finnish Labor Administration has tried to minimize unemployment in Finland by vocational training, mainly in vocational course centers. (CT)

This study attempts, first of all, to establish the major dimensions of job satisfaction as perceived by office systems employees, and secondly, to examine the relationship between the characteristics of training programs and these dimensions. (CT)

Discusses the unique training problems of Witan Associates Limited, a company with Japanese and American employees. Their three-part training program is described: (1) contact with the training company, (2) two-day classroom seminar for all staff, and (3) corporate and departmental meetings. Results of the program are discussed. (CT)

Article describes results of a study by 3M Company indicating the importance of motivation in training the hard-core unemployable. (Author/MM)

Twenty-nine food service employers were provided with a behavioral description of either a handicapped or nonhandicapped worker and asked to state their acceptance of select training procedures. Results indicated employers differentially accepted the use of some training procedures based upon worker description. (Author/SB)

Attempts to bring a practical emphasis to the subject of sales training guidance for both newer and more experienced sales trainers. Explores the potentials, procedures, and possible limitations of applying a strategic planning process within corporate sales training functions. (CT)

The effects of training using tactile (physical guidance), visual (modeling), auditory (verbal instructions) prompting, and a combination of all three methods were compared by teaching 32 mildly to severely retarded vocational rehabilitation clients (18-50 years old) the construction of four assembly tasks. (Author)

Presents a plan for evaluating operations of New England Telephone Company training staffs. The background, the review process, the development of the operational review plan, and examples of problems discovered by the operational reviews are described. (Author/JEG)

The system described handles testing and scoring, prescribes study activities, displays pilot progress, and provides data evaluating the effectiveness of the instructional materials. (MP)

Discusses the need for custodial training and presents training tips. Also examines how to identify what specific training may be needed for a particular school, the training areas that need frequent repeating over time, and ideas for conducting effective training classes. (GR)

A 4-week training program for the personnel of two federally supported child day-care centers in Tucson had behavior modification of teacher aides as its objective. It was felt that by their mere presence in the classroom, the aides had an effect on the children and should thus be trained in appropriate behavior patterns and reinforcement…

Summarizes five task analysis approaches to determining what people need to know and do to perform their jobs successfully. (EM)

Three workshops designed for bus drivers focused on understanding what troubles drivers, improving communications and problem management, and including faculty, administrators, and coaches in a discussion of driver problems. (Author/IRT)

Discusses results of a questionnaire sent to "Training" subscribers concerning the question: "Should training/HRD (human resource development) practitioners be formally certified?" Answers to another question, "What is your idea of a workable certification system for training/HRD practitioners?" are examined. (CT)

Examines assumptions implied in research on equality and asks whether they impose unnecessary limitations on the range of on-the-job training strategies an organization uses. Suggests that it is time for a different approach that would enhance and complement current research. (CH)