Suggests the need for a multicultural model in race relations training in Great Britain. Examines the current didactic, lecture-discussion, groupwork, and experiential methods of training with emphasis on future trends and the development of new training models. (JCD)

This training manual for social action practitioners delivering direct service to older persons provides basic helping principles and concepts for carrying out such duties as giving and obtaining information, determining and evaluating various needs, locating and making use of appropriate resources, and keeping information records on older clients…

This second of five articles on how to plan and implement a supervisory training program focuses on determining needs and establishing objectives. Discusses twelve approaches for determining supervisory training needs. Includes a figure presenting examples of three types of behavioral objectives: knowledge, skill, and attitudes. (EM)

Presents nine strategies for gathering information on training effectiveness via: telephone, e-mail, mail-in survey, postcards, online bulletin board, a visit to the human resources department, the strategic plan, focus group, and end-of-course evaluations. (AEF)

The purpose of this publication on agency training evaluation practices is to share approaches used by federal agencies to assess needs and measure training effectiveness. Emphasis is placed on the process of evaluation. Names of the agencies and highlights of the examples used by each follow: (1) Plant Protection and Quarantine (Department of…

Describes how instructional designers develop cost-effective training by performing an "up-front-analysis": needs assessment, audience analysis, and task analysis. The task analysis specifies the knowledge or skills to be taught and determines performance objectives, teaching strategies, and instructional materials. (PEN)

Discusses methods by which small businesses can plan and implement training for their employees to meet government mandated environmental regulations. Suggested steps include assessing the company's needs, choosing options to meet training requirements, and examining cost effectiveness. (MDH)

The literature on training evaluation and evidence from a number of employers who are actually undertaking some training evaluation activities were reviewed and synthesized into a cyclical model for evaluating training. First, the following direct benefits of evaluating training were identified: quality control; efficient training design; enhanced…

The U.S. Navy's Strategic Weapon System training program has five principal components: needs assessment/task analysis (Personnel Performance Profile); instructional design (Training Path System); instructional development (Curricula); training implementation; and personnel and training evaluation. This training model illustrates how a program…

United Air Lines' progress is directly related to its training programs, which are geared to constant change and new technology. Its training objectives include: a clearly formulated corporate training policy, needs assessment, training budgeting, systematic job performance assessment, interdepartmental coordination, up-to-date training, personal…

The United States Coast Guard uses training situation analysis (TSA) to develop quantified training requirements, collect training and non-training performance data, and overcome turf issues to focus on performance outcomes. Presents the 1947 MLB (Motor Lifeboat Project) as a case study. Outlines 11 steps in the TSA needs analysis for teams and…

The objectives of these evaluations include assessment of six health occupations regional workshops and the field testing of new evaluation instruments. In addition to being evaluated by participants and by observers, each of these workshops used a preplanning assessment form to sample a small number of prospective participants for typical needs.…

Describes a model for identifying and meeting needs of entire organizations and the society which the organization serves, and suggests ways to integrate these into planning, development, and organizational success. It is suggested that training success can be improved by decreasing focus on means and getting more precise about results. (MBR)

This study of training needs utilized a questionnaire to assess participant's opinions of knowledge level that should exist and knowledge level that does exist in 25 content areas and analyzed the resultant data using three different approaches: mean difference analysis, multicomponent data analysis, and weighted need index. (MBR)

A study of Minnesota's population, age 16 and over, to determine their self-perceived need for job-related training, is presented, along with a description of the conceptual framework, key questions, procedure, sample data, and major uses of the study. Also discusses limitations of the social demand approach to planning education for work. (CT)