The article recommends (1) the formulation of course objectives and valid measuring instruments for evaluation and (2) the determination of training needs. The solution is a four-step procedure to identify: parameters for ranking training needs, types of training programs needed, criteria for evaluation, and ways training contributed to…

It is possible that the emphasis on increased accountability in the training function may drive out programs that cannot demonstrate quantitative, measurable improvements in performance or results. Five levels of issues in training evaluation are (1) work versus perk; (2) substantive versus symbolic; (3) external versus internal; (4) behaviors…

Offers a step-by-step guide to course design and development. Includes information on design basics, underlying objectives, course description, evaluation, standards, recordkeeping, and administration. (JOW)

Describes a survey of 43 Fortune 500 industrial corporations on management training. Results include the finding that evaluation of training programs is not up to the desired standard. (CH)

It is proposed that one of the best ways to sell training is by the objective results of training evaluation. (Author)

The article deals with the theory that the educator as internal consultant has the responsibility to persuade today's management not to choose tomorrow's leadership on the basis of yesterday's standards. (Author/EK)

The second phase--planning phase--in a three-part training evaluation process for organizations, businesses, and/or industry is presented through dramatization and commentary. (Steps in this phase include design, organize, estimate cost, offer options and negotiate, and present findings.) A flow chart traces the entire training evaluation process.…

Recommends a training program of very modest investment which deals with five specific ways to obtain positive results. (EK)

Reports the results of survey conducted among private employers and personnel managers in Birmingham, Alabama. (MB)

Explains why some programs fail to prove themselves in evaluations yet have substantial benefits. Documents a method of administering self-reports, pre-then-post testing that helps to eliminate response-shift bias. (Author)

This first article in a series on a three-part process for the evaluation of training programs covers the "focus" phase, in which the evaluator establishes the extent and objectives of the evaluation. The following are included: Dramatization of a training program evaluation, the flow chart of the entire process, and a description of the…

Information from job analysis can be used to establish training objectives, to identify skills needed for the job, and to design performance tests. Methods of job analysis to yield necessary information for the creation of effective training programs are outlined. (MF)

Provides job skills needed by a PACT (Programmed Audio Cassette Training) course writer, a PACT course development flow chart, example frames and script, and discusses objectives and an evaluation of a PACT course. (TA)

Traces the task analysis and subsequent development of a questionnaire assessing 37 supervisory/managerial abilities grouped into seven categories: planning, directing, problem solving/decision making, communication, training, hiring, and performance review. Discusses processes, results, and follow-up evaluation of a workshop which used the…

Describes IBM's programatic research effort to find out whether new, internally developed training technologies increased knowledge and retention. (JOW)