The concept of human resource development includes all the traditional responsibilities of personnel administration but goes beyond them into total career development for both hourly and salaried employees. (Author/MLF)

A case study approach is taken to the development and operation of an inservice training program designed to help teachers work more effectively with children who have learning problems. The program's strengths and weaknesses are discussed, and possible modifications to the program are suggested. (JN)

The author believes that the unit teacher position can be a cost-effective method for providing first-rate inservice education. From her own experience as a unit teacher, she analyzes the role and describes some of the administrative advantages and problems. (Editor/CT)

Discusses the various roles reading specialists are expected to play in the school. (FL)

Focusing on postsecondary marketing or distributive education programs, this article assesses recent developments in postsecondary marketing education programs and looks ahead to some of the significant changes likely to occur during the 1980s. Topics discussed include curriculum, instruction, clientele, staff qualifications, articulation, and…

In the countries of the Third World, the urgency and the immensity of the need for staff trained in the care of the mentally handicapped calls for the formulation of training programs which can be rapidly and realistically implemented, but which can still be integrated into medium and long term programs. Journal availability: see EC 133 861.…

Reports on a 1979 conference at Stanford University in which 55 social studies leaders exchanged ideas on the current status of social studies and discussed steps to resolve some critical issues facing the profession. (Author/CK)

Results showed that clients demonstrate the most appropriate behavior when staff receive feedback concerning their use of behavior modification techniques. Staff did not require the typical daily supervision but only random monitoring in their use of these techniques. (Author)

Discusses a study conducted to define costs of continuing education programing and to examine the productivity of professional program staff. Three unit cost factors were compared: budgeting on a per program, per participant, and per instructional unit basis. (Author/JOW)

Discusses the development and maintenance of a competent student affairs staff. A brief review is made of the trends in higher education. Current competencies of most student affairs professionals and the status of graduate student personnel preparation programs in meeting these needs are discussed. (Author)

Discusses the importance of being responsive to personal needs of the mental health worker. It is hypothesized that, for mental health workers to function at optimal levels of effectiveness, their own needs for recognition, support, and enjoyment must be attended to. (Author)

Notes some past and present recruitment and training programs, and argues that if the public broadcasting system is to reach its potential, the industry must invest more resources in the recruitment and nurturing of talent. (CMV)

The author catalogs her criticisms of inservice practices that provide no meaningful help to the individual teacher, such as general system-wide events, sessions planned and taught by those outside the classroom, programs with inadequate funding or rewards for participation, and programs that offer no follow-up classroom assistance. (SJL)

Examines some basic principles of evaluation and explains how school administrators can use performance evaluation as one way of making it possible for employees to know that they are achieving and that results are being obtained. (MLF)

Good staff morale is crucial to the operation of an effective educational program. Suggestions are made for principals. (Author/MLF)