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)

Twenty training professionals in different occupational groups rated eight steps in the training process from development to execution to evaluation. Accountability proved to be a key factor in training success, while needs assessment is usually not well executed. (SK)

Discusses an approach to acquiring information about courses of action an organization should pursue in developing new training products or revising old materials." (Author)

In a survey, clients and consultants agreed that actions fostering success are the following: agreeing on objectives and evaluation measures, providing flexible approaches, gaining commitment, and preparing the consultant. Both cited unclear/unrealistic objectives as a pitfall. To improve client/consultant success, guidelines can identify the…

Analyzes the impact of metric conversion in the United States on the training and development function. (Author/RK)

Emphasizing the relationships between the objectives and identified competencies of an instructional program to the method and media used, the author discusses the timing of the method/media decision and a basis for making selections. Presents a three-page flowgram depicting essential considerations in method/media selection. (EM)

The author shares his experiences in presenting a program designed to increase employee awareness of the need to plan for a fulfilling retirement. (EM)

The first of a ten-part series developed to help instructors conduct training programs more effectively. Covers establishing objectives, identifying the participants, selecting a facility, preparing teaching materials, and keeping records. Includes a preparation and planning checklist. (EM)

Describes an on-the-job training program that contains seven major steps: obtain executive support, identify departments relevant to the target job, develop performance competency lists and measures, determine a training schedule for each trainee, assign a mentor to each trainee, develop a training manual, and develop a trainee and supervisor…

Skillful instructors in combination with well-designed and appropriate training programs are critical links in improving employee performance and increasing organizational productivity. Training directors use a variety of strategies to prepare competent, confident, and resourceful instructors. The author presents the essential factors to be…

A case study of the Devils Lake Manufacturing Corporation (a successful enterprise between the Brunswick Corporation and the Sioux Indians on the Fort Totten Indian Reservation) is discussed. It shows how the thorough training of operative employees in a minority enterprise has been a factor in the organization's success. (Author/BP)

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)