Extensive job sample tests and multiple choice job knowledge tests were administered to approximately 370 men in each of four Army jobs: Armor Crewman, Repairman, Supply Specialist and Cook. Representative tasks in each job were analyzed and skill requirements were identified. This analysis and the correlations between job sample scores and job…

The author looks at some management patterns and tries to work out from them elements common to them all, concluding with a discussion of this approach's impact on one series of management training programs. (AJ)

A continuous reading program is presented that has developed basic skill sequences in all areas of reading and set forth behavioral statements for each skill.

Job complexity was measured for jobs in a public agency. Perceptions of job complexity were obtained from self-reports. Independent measures were obtained from interviews with subjects. Career stages were found to moderate relationships between job satisfaction and perceived job complexity and between job-performance and independently rated job…

Summarizes five task analysis approaches to determining what people need to know and do to perform their jobs successfully. (EM)

Presents a model of the role of instructional feedback in learning a motor skill and identifies six levels of motor skill output, each of which has a characteristic type of feedback. The usefulness of several feedback techniques reported in the literature is discussed. (Author/LRW)

The assumption is that sex-integrated classes are inherently equal by the very fact that boys and girls are in the same class. In fact, educational inequity has increased primarily because of instructional design which perpetuates differences among individuals. Good teaching must accommodate individual differences. (MT)

Describes a training needs approach based on a survey of performance-based skills. Results of the survey are analyzed using mean scores, factor analysis, and product-moment correlations. (Author/CT)

The critical incident technique was used in this case study to analyze the interpersonal skills of post office supervisors. Six job factors were identified by the authors using this approach. The factors provided information to facilitate other components of the instructional design process. (CT)

In 1979, the University of California began using the assessment center method as a development program for staff employees. Expected outcomes of the program were improved job performance by participants and improved success in competing for management positions. The design and administration of the program are described. (MLW)

Laban Movement Analysis is a system that helps dancers recognize and define the variety of elements that make up the movement event. This is not a method of teaching a movement style, but provides a means for creative expression. (DF)

Deficiencies in job performance are not always due to a lack of knowledge, but frequently are the result of not knowing proper procedures and methods to get the job done. Recognizing the difference between deficiency in knowledge and deficiency in skills is the key to improving performance without training. (Editor)

This article is the second in a series by the author describing how Janet looked for and found a job 3,000 miles away because she employed an effective job search strategy and developed an appropriate skills resume. (Author)

Proposes the need to isolate differences in languages and universally define reading failure. (TO)

Proposes an approach to the design of certain portions of a machine for the analysis and recognition of handwriting. Measures the displacement, velocity, acceleration of handwriting movements, and the writing pressure of the pencil point. Appendix and references. (VJ)