Employees' insufficient soft skills have the potential to lead to collaboration and organizational inefficiency. Business leaders are concerned with the critical issue of insufficient soft skills among information technology (IT) professionals because these skills are essential for the effective functioning of teams and overall organizational…

This mixed-methods research study examined the perceived efficacy of multiweek, immersive, experiential, in-person executive education for developing EI in senior executives for improved leadership effectiveness. Extensive research supports the ability of adults to develop EI competencies through workplace training, executive coaching, and MBA…

Training programs, in industry, are a common way to increase awareness and change the behavior of individuals. The most popular way to determine the effectiveness of the training on learning outcomes is to administer assessments with Multiple Choice Questions (MCQ) to the participants, despite the fact that in this type of assessment it is…

Attrition in apprenticeships and traineeships is an ongoing concern for employers and government alike, with completion standing at around 50% on average. One possible explanation for this high attrition rate is that there is a mismatch between the respective expectations of apprentices/trainees and employers. This research uses the concept of the…

Four ideas to improve the results of training are: choose students carefully, utilize pre-training preparation, be supportive, and employ a scheduled follow-up and evaluation. (Author/BP)

Presents a study which looked at the ways in which managers affect employees' careers. The study resulted in the formation of a proposed schedule for a training program and a career planning process model. The authors also suggest a possible set of feedback guidelines. (CT)

A systems model of industrial relations is tried out on some practitioners and some basic deficiencies are uncovered. Suggests an approach to industrial training which may be helpful in clarifying, improving, and changing practices. (Author)

Discusses the complexity of the problem of unwelcome workplace sex. Gives a short history of the issue, the legal problems, advice for handling harassment, and the true cost of an office romance. Discusses training strategies which would be helpful in overcoming the problem. (JOW)

Presents (1) a brief discussion of the distinction between assertion training and nonassertion training, (2) examples of management styles which are symptomatic, under certain conditions, of over-assertiveness, and (3) a short discussion concerning training procedures that can be used for nonassertion training sessions. (TA)

Interviews with nine employers who have hired, accommodated, and trained workers with visual impairments found that the majority expressed positive attitudes toward their workers. A few employers had shared their knowledge with other hiring managers. A model for enhancing the employment rate of job seekers with visual impairments is proposed.…

Explains how low-tech experiential methods thrive in companies interested in fostering the human touch. Examples include NASA's paper airplane simulation, total immersion simulation, and fantasy multisensory environments. (JOW)

The benefits of a formal induction program are frequently ignored. Step-by-step procedures are outlined. (MS)

Author reports on a Health-Education-Welfare Department labor relations training technique. (Editor/RK)

Managers look at online training as an activity that should be done "off time" whereas employees still think of it as something to be done during working hours. No valid study has shown that online delivery reduces learning time. A better understanding of learning needs must be considered before requiring online training. (JOW)