Written for training directors and human resource developers who have had experience and now need a systematic way to plan new programs, this book presents a new way of thinking about human learning and of organizing programs which has been developed from the systems engineering field. A first chapter explains what is meant by "systems"…

A clear role definition, appropriate preparation, and continued dialogue between educational and nursing service personnel are needed for the associate degree graduate to realize her full potential. The author believes in two legal categories and titles: nurse (for baccalaureate or higher degrees) and practical nurse (for associate degrees).…

Training needs analysis, training program planning, pilot sessions and their evaluation, and follow through sessions on a continuing basis are examined, using an approach applicable to an outside or inside trainer. (LH)

The first of a ten-part series developed to help instructors conduct training programs more effectively. Covers establishing objectives, identifying the participants, selecting a facility, preparing teaching materials, and keeping records. Includes a preparation and planning checklist. (EM)

Describes a program to recruit and train foster parents in a Hispanic community. Two child welfare agencies collaborate in running the program and use a bilingual staff. (CM)

To illustrate the importance of clarity and precision in stating objectives for learning a particular job task, a training consultant provides answers to the previous issue's questionnaire on writing instructional objectives. (MF)

The basic critical issue of groups is how they can provide their participants with the opportunity for personal growth. The qualifications and training of leaders, the selection of members, the kind of interaction among members, and the carry-over from group experience to individual meaning must all be examined. (Author/JEL)

Career development responsibilities of managers are addressed by (1) drawing upon traditional theory to present points toward conducting a framework for understanding adult career development, (2) discussing changes in adult work lives, and (3) outlining basic stages of progress in career development--apprenticeship, journeyman, mentor, and senior…

Past, present, and future trends concerning behavioral objectives. Topics include: the nature and roles of objectives, conceptual objectives for domain-referenced education, and objectives for instructional and evaluation design. (DAG)

Defines and discusses traditional intercultural training programs and assesses four basic models in terms of classroom value. Emphasizes the value of the experiential approach for classroom instruction. (MH)

The Training Effectiveness Evaluation system provides three categories of tools for planning evaluation of industrial training programs, gathering the needed information, and reporting it. These categories are (1) satisfaction, (2) learning, and (3) performance. (CH)

Discusses the love/hate relationship that the human resources development community has with corporate training programs. Indicates three major objectives of effective programs: (1) build generic management skills; (2) build skills and knowledge applicable to a particular organization; and (3) forge and maintain a cohesive corporate culture. (JOW)

The authors describe how industrial education teachers can become competent industrial trainers by adding one important skill they may lack--performing training needs assessments. They present a case study of a needs assessment and discuss successes and shortcomings of the assessment performed by their students. (CH)

A survey of 19 British companies documented their use of education and training programs. Questions covered such areas as (1) expenditure rates, (2) strategy and policies, (3) appraisal and budgeting, and (4) accounting practice. Problems and potential changes were solicited. (CH)