De Valk examines three group dynamics that challenge every trainer: groups that are too large, groups that are reluctant to talk, and groups that talk about everything but the issue at hand. Beary describes nine ways in which trainers can use questions to enhance the learning process. (JOW)

This condensed version of the American Society for Training and Development's annual state of the industry report highlights the practices that distinguish leading-edge firms from average organizations in how and to what degree they train. (JOW)

Discusses ways to embed customer service learning and customer loyalty including making customers think, examining every aspect of customers' service encounters with staff, providing follow-up, making learning fun, and involving customers in your business. (JOW)

Provides 10 guiding principles related to online learning: (1) know your business, (2) market, (3) respond to needs, (4) know infrastructure, (5) test, (6) create impact, (7) use support systems, (8) use games and simulations, (9) use short modules, and (10) link people through the Web. (JOW)

Although online training is causing restructuring in some companies, content is still predominant and can be delivered without the Internet, for example, through self-study books. Companies should deliver training in the best format for their employees. (JOW)

A new generation of e-learning companies is bringing the qualities of live role play to computer simulation. Successful simulations require authentic and relevant scenarios, situations that tap emotions and force actions, unrestricted options, and replayability. (JOW)

This Support Document was produced by the authors based on their research for the report, "Investigating Learning through Work: The Development of the 'Provider Learning Environment Scale'" (ED503392). While couched in very different terms, the analysis presented in this report points to a substantial overlap in the conceptual bases that…

Color video can be utilized by department stores involved in fashion retailing, such as Dayton's, to train employees while maintaining the store's reputation for quality. Its uses include product knowledge, store policies and procedures, management communication market, trip reports, trend shows, role-playing, modular courses, and executive…

Reviews and critiques existing research on the effects of training design, trainee, and work environment factors on conditions of transfer of training. Identifies research gaps including needs to test various operationalizations of training impact on transfer and to develop framework for conducting research on effects of trainee characteristics on…

Three sorts of training are required -- practical experience, deepened self-knowledge, and conceptual understanding. (Author)

For the first time in the history of Japanese theatre, a training program has been developed to prepare young men outside the kabuki families for careers in this very rigorous and demanding form of theatre. (Author)

Key elements to ensure the effectiveness of training include (1) systematic development of instructional materials; (2) a means of preparing trainers; (3) techniques to transfer training to job performance; (4) materials to support administration and management of trainees; and (5) systematic measurement of program effectiveness. (SK)

Provides survey data from 55 large, multinational companies on outsourcing, training expenditures, learning technologies, delivery systems, and performance evaluation. Notes an increase in outsourcing, centralized training, classroom delivery, and use of the Internet. (JOW)

Explores why the implementation of active, experiential learning, such as role playing, is often difficult and risky. Offers strategies that allow trainers to be sensitive to the plight of participants in experiential learning situations. (JOW)

Surveyed directors of disability service offices about faculty training programs. Found they are generally not satisfied with current training programs. They note the difficulty in getting faculty members to attend, and the overwhelming majority recommended that sessions be limited to one or two hours. Participants had many consistent opinions…