Training of systems analysts requires development of understanding and job skill in certain background areas (creativity, work simplification and organization studies), hardware topics (unit record setup and computer programing), and analysis techniques (computer systems design, statistics and operations research). (Author/EB)

OARTA (Organization Analysis with Results Using Transactional Analysis) is a way of thinking designed to resolve problems and reach goals through action-oriented research and analysis--a learning experience in which members of an organization can develop themselves and their organization. (ABM)

The article discusses 11 subsystems of a training program in terms of a company's cost effectiveness. (BP)

An account of structural evolutions to the present, with suggestions for viable approaches in the future. (Editor)

The authors discuss ways to define a company's position on productivity, and explain productivity concepts. They describe a problem cause/solution set matrix with which to identify accurately the most probable cause of productivity problems. (SK)

Reviews three areas of knowledge needed to select an appropriate needs assessment strategy: (1) the criteria for selecting the method, (2) nine needs assessment methods, and (3) a means of categorizing methods. Provides an example of an assessment activity conducted in a small rural hospital. (LRA)

Discusses four approaches to assessing training effectiveness and efficiency: resource requirement models, life cycle models, benefits models, and productivity models. Examines different ways of addressing the cost/benefits issue which could be useful in a particular training situation. Each model is analyzed in detail. (CT)

A guide for organizational development specialists, this model for productivity improvement proceeds through six stages: awareness of needs, entry of specialist, data collection, problem identification, action planning, and implementation of solutions. Examples of specific activities for each stage are provided. (SK)

Describes a rationale, instrument, and methodology to improve the practice of organization needs analysis. The approach involves the author's "career of the organization" exercise for the trainer's use in identifying organization problems and in conceptualizing the nature of needs-analysis problem solving relating to both individual and…

To meet anticipated changes due to growth, the management training department developed an experimental program utilizing a system approach. A thorough evaluation of the program was carried out, and its results, including difficulties, are presented with suggestions for modifications of the approach. (BB)

Describes systems management, the coordination of information flows among the functional areas of business as an aid in the decision-making process. (Author)

To employ scarce personnel and money to best advantage, company management must diagnose critical training needs and assign them priorities. A systems approach is recommended, which gives focus to training design while accommodating most organization training goals. Included are suggestions for system design, facility management, and cost…

Establishing a human resource development (HRD) program for HRD practitioners frequently results in problems of organizational change. The author has applied the theories of three contemporary sociologists--Talcott Parsons, Lewis Coser, and Peter Blau--to a hypothetical case study of an HRD consulting firm faced with developing its own human…

The authors argue that organizational development (OD) has evolved as one response to the need for strategies and approaches to planned change. The "stream analysis" approach presented here can be used to understand and plan the change process. This approach can facilitate insight into the state of the change process, before and after…

According to the author, this article presents a hypothetical example for designing a supervisory training program by (1) performing organizational, operations, and person analyses; (2) formulating instructional objections; (3) performing a content analysis; and (4) constructing criterion-referenced tests. (MF)