Retraining and upskilling of human resources in organizations are deemed vital whenever a reform takes place, or whenever a huge policy is being implemented on a comprehensive scale. In an education system, officers, principals, and teachers need to be retrained so as to enable them implement and manage new changes, which are manifested in the…

Heeding the call to the profession, the authors present both a definition and model of counseling competence. Undergirding the model are 15 foundational principles. The authors conceptualize counseling competence as more complex and nuanced than do traditional microskills models and include cognitive, affective, and behavioral components. The…

Focusing on the challenges of training counseling psychologists, Ridley and colleagues offer in this issue a review and critique of microskills training, the dominant training model in counseling psychology graduate programs. Recognizing the role of higher order cognitive and affective functions in expert practice, they propose a hierarchical…

Working from their proposed model of counseling competence, the authors address critical implications and applications of the model. First, they present a 10-parameter juxtaposition of the model of counseling competence and the microskills training model, including points of comparision and contrast. Second, they discuss implications of the model…

Both the Council for Accreditation of Counseling and Related Education Programs (CACREP) and the Association for Specialists in Group Work (ASGW) require counselor education programs to provide experiential training to group workers (CACREP, 2009; ASGW, 2000). However, no specific models are given to counselor educators to implement the…

This article represents an invited reaction to the series of articles critiquing the microskills approach predominant in most counseling training programs as well as the new model of counseling competence presented in this issue. The authors note that the microskills approach has been a useful and well-researched framework in the field, although…

Examines the stages through which trainees pass on their way to the development of competency in working with clients of dissimilar racial or ethnic background. Proposes a model which provides an appropriate learning environment for each stage. (JAC)

Competency models involve a methodology that demonstrates the validity of the model's standards: are people who have the competencies better managers than those who do not? Competency models should no longer be regarded as a panacea and should be only one of the tools used by trainers. (JOW)

In presenting a women's training model, the author identifies specific areas where women need to develop competency. The stages of developing these competencies are presented. The training philosophy and guidelines are also examined, as well as the benefits of training. (CT)

Self-analysis, videotaping, personal growth, and demonstration-based evaluating seem to be helpful elements in the preparation of counselors. The personalized demonstration-based evaluation alternative presents one model that may help clarify the issue of meaningful evaluation procedures. (Author)

Presents an interactive model of child development associate (CDA) training. The article discusses a self-evaluation interview, training modules, field advisor meetings, discussion groups, and observation and feedback groups. CDA competencies and related functional areas are presented. (Author/DB)

A cross-section of people who are exploring new ways of training, hiring and credentialing mental health workers on the basis of competence participated in this symposium. Their basis premises were that: (1) competency, not academic degrees, should be the basis for hiring and training human service workers and (2) there is a need for hard facts…

This book describes and advocates "smart training," an approach to on-the-job training that helps employees gain competence and empowers them to act to satisfy customers. The book is organized in 16 chapters grouped into 4 parts. Part 1 outlines the basics of smart training, including its performance base, the need for initial analysis,…

Using the photographic concept of zoom as a metaphor for the goals of leadership training as well as the personal transformation that occurs within individuals who engage in professional development to enhance their leadership capacity, this study took a focused look at 182 individuals participating in two models of early childhood leadership…

The authors present a rationale for developing core competencies for training and organizational development in extension. Core competencies are defined as "the basic knowledge, attitudes, skills, and observable behaviors that lead to excellence in the workplace." Competency-based models can be used to create an infrastructure that…