This is a guide in outline form to assist practitioners in the planning, conduct, and evaluation of library workshops. Workshop planning groups are described and suggestions for membership are provided. Program planning includes needs assessment, preparation of workshop objectives, audience definition, choice of site and time, presentation…

This is the final report on the project to design new patterns for training research and development (R&D) personnel in education; the project was conducted by a consortium of educational agencies coordinated throught the Learning Research and Development Center, University of Pittsburgh. The report is bound in eight sections: goals and activities…

Discusses training needs of company supervisors and describes favorable elements of tailor-made in-company courses in terms of administration, course content, management commitment, project work, role of external training advisors, "spin-off", and validation. (WL)

The reason for the failure of a training program was the lack of a clear definition of the trainee's needs. The following goals were formulated for a new training program: regroup, identify needs, set objectives, general alternatives, evaluate alternatives, design and develop the program, and test the program. (EC)

This paper discusses the importance of a deeper commitment to a variety of approaches to systematic training. It then discusses the political implications of our present choices and suggests some basic action alternatives which a relevant counseling psychology must consider. At the same time making a plea that as counseling psychologists, we start…

Brief comment on an experimental program which integrated components of teacher education and counselor education. Feedback from the trainees involved reflected a positive evaluation of the integrated experiences. (JC)

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

Describes learning objects, also known as granules, chunks, or information nuggets, and likens them to help screens. Discusses concerns about how they can go wrong: (1) faulty pretest questions; (2) missing links in the learning object chain; (3) poor frames of reference; and (4) lack of customization. (JOW)

The purpose of this study was to develop and validate a transfer-of-training model and a method for applying it. A literature review investigated the theory and practice of transfer of training. In the first phase of the research, a transfer-of-training model was developed using the principles of general systems theory, the various steps of a…

This report describes the procedures and discusses the results of work performed by the Human Resources Research Organization during phase 1 of a U.S. Bureau of Mines project to provide a validated training system for operators of mine hoisting equipment. The objective of phase 1 was to develop the specifications for a training system that will…

Written as a monograph based on previous research conducted at Stanford University as well as in India, this document is concerned with the improvement of India's existing industrial education and training in relation to aims of industrial growth. Focusing on the need to achieve a consistency between the objectives of the industrial education and…

This learning module, which is part of a management and supervisor training program for managers and supervisors employed at the Department of Energy's Waste Isolation Division, is designed to help trainees understand basic plant and industry waste management activities and issues. The following topics are covered in the module's individual…

This document briefly discusses the planning and implementation of a Child Development Associate (CDA) program developed to fulfill the requirements of a Head Start Supplementary Training (HSST) grant at Southern Illinois University at Carbondale. One of the first steps in organizing the CDA program was to convince potential candidates for 51 Head…

This book is divided into four sections. Part I, "Preparing To Train," presents three reasons why supervisory training and development are worth the time and money they cost. These are: (1) Training can improve a supervisor's attitudes, knowledge, and skills, and increase his effectiveness and that of his department; (2) New knowledge--both…