A training consultant writes about the common practice of training for appearances and the length of time spent on it, rather than for the actual outcomes. He stresses the importance of well-designed instructional objectives as a means of judging training effectiveness and offers a questionnaire for trainers to try out to check their knowledge of…

Describes the purpose and appropriate methodology for various levels of interpreter training, for both consecutive and simultaneous interpretation. The importance of relating the intent of the text to the explicit language forms through which that intent is realized is discussed, and appropriate criteria for evaluation of student interpreters are…

The British Gas Corporation has formulated and refined the incident process of training into their own method, which they call developing case study. Sales trainees learn indoor and outdoor sales techniques for selling central heating through self-taught case studies. (DS)

Three contrasting schools of learning theory are briefly described and then related to training methods. The methods are behaviorist, humanistic, and cognitivist. The author concludes with the thought that no one theory is right for all training activity, and if a particular theory works, use it. (CT)

The Bell System Center for Technical Education uses a program which trains the subject matter expert (SME) in instructional technology (IT) and the instructional technologist in subject matter understanding. This cross-training is provided in order to encourage effective teamwork between development personnel. (MER)

Traditional professional development focuses on declarative and procedural knowledge. That is, participants usually learn what to do and how to do it rather than when to do it and why it is important. In McREL's leadership development program, they focus first on providing participants with an overview of research findings found in their…

Measurement of training outcomes is a requirement for evaluating new training techniques, but is one that is different to meet. Managers of education and training may have different concepts of what they want, as favorable outcomes, than do the investigators doing the research. Classical statistical and experimental designs assume laboratory rigor…

A study was conducted to present an outline program for the training of tutors (adult educators). The present state of tutor training in Europe is considered. Major topics of discussion are: (1) Types of tutor training and general trends, (2) Main features of tutor training, (3) Aims and methods of tutor training. A total of 16 training units are…

Instead of presenting an introductory lecture to a training course, the trainer should neutralize any incipient teacher-pupil relationship, begin to form a class community, correct any nonproductive learning agenda that trainees may have, and encourage trainees to formulate their own incourse and postcourse objectives. (MF)

The Senior Managers Program of the U.S. Department of Education integrates training with on-the-job application of skills to provide a more effective learning environment and immediate results. Each training workshop is followed by an intervention in the participant's work unit, and teams work on agency problems identified by high-level officials.…

Author asserts that in a training situation maximum involvement is necessary to the achievement of maximum learning. In situations where films are used the author discusses various ways that groups, which maximize involvement, maximize learning. (Editor/LF)

To aid in personnel training and as a complement to its enforcement program, the Minnesota Pollution Control Agency implemented an operator assistance program in June 1976. Its principle objective was to train operators in process control to improve their skills and enhance their long-term ability to produce high quality effluent. (Author/JN)

Pretesting not only helps determine the benefits of a training program, it can actually help trainees learn more. (Author/SSH)

When managers apply the skills they learn, the techniques associated with leadership training often do not translate to improvements in employee productivity or in organizational productivity or profitability. (JOW)