Confronted by lack of congruence among supervisors' identification of teachers' needs, teachers' identification of their own needs, and in-service training, East Brunswick (New Jersey) High School developed a comprehensive staff development program based on videotaped lessons provided by teachers and reformulated teaching behavior descriptions…

Discusses aspects of a good system for library employee performance appraisal, stressing the importance of treating workers as adults and making the appraisal process a two-way exchange. The role of the line supervisor and how to deal with poor performance are also addressed. (MES)

Discusses issues concerning AIDS (Acquired Immune Deficiency Syndrome) that affect library management. Topics addressed include the need for appropriate information and training for staff; suggestions for establishing a library program; and implications of the Americans with Disabilities Act. (Contains 14 references.) (LRW)

Racism and sexism persist in adult education because of discrepancies between language and behavior, lack of experience of other cultures, and faith in institutional practice. Staff development to combat them includes questioning, mentoring, peer coaching, and critical self-reflection. (SK)

Provides an overview of the importance of staff development in student affairs. Highlights the significant staff-development factors examined throughout this issue and discusses important elements for the development and implementation of staff-development programs. Suggests that staff development will be of major importance to the student-affairs…

Depicts the following aspects of training and development in the United Kingdom: public-policy strategy and infrastructure, corporate policies and strategies, organization and delivery of training, the training and development profession, and trends in the use of training. (SK)

Describes staff development for more than 300 child-care providers delivered by videoconferences. Makes recommendations: create meaningful learning environments, balance technical and human factors, create options for interaction, have clearly defined objectives, and have contingency plans in case of technical difficulties. (SK)

An action research project sought to create a learning culture in a hospital. Adult learning principles and facilitation of learning at and from work were emphasized. Although the hospital's top-down management eventually ended the project, active staff participation in learning was begun. (SK)

A survey of 22 agency directors and 219 volunteer board members showed that 40% of members received 1-5 hours of training in the last 6 months, 47% none. Training needs included board roles and responsibilities, strategic planning, understanding the agency, and fundraising. Preferred methods were facilitated workshop/retreat or board-led training…

Suggests that continuous improvement tools used in the workplace can be applied to self-improvement. Explains the use of such techniques as one-piece flow, kanban, visual controls, and total productive maintenance. Points out misapplications of these tools and describes the use of fishbone diagrams to diagnose problems. (SK)

Review of human resource development in Britain since World War II finds that cohesion of view and approach among varied stakeholders has occurred during three periods: postwar structuralism, free-market entrepreneurialism, and new Labour resocialization. At other periods, stakeholders sought different objectives and had different visions for the…

Line managers in empowering (n=58) and nonempowering (n=37) British companies were compared. Although "empowered" managers felt better equipped to supervise, they appeared undertrained and unmotivated to develop staff. "Empowerment" was often indistinguishable from work intensification. (SK)

Using a contingency framework, three stages in the evolution of human resource development (HRD) in the National Health Service were identified: tell (training enacted within the classical management paradigm); sell (a competence approach to development for all employees); and gel (strategic HRD linked to corporate goals and future needs).…

Surveys and interviews of 39 hospital staff uncovered mixed attitudes about preparation for performance appraisal and the process for formulating and implementing training and development plans, reflecting varying degrees of motivation, involvement, and commitment. Recommendations for improving appraisal and the training associated with it were…

A North Carolina district that launched a differentiation program for gifted students discovered that all students benefit. Interested districts should start by offering staff development to a small, interested group of teachers; build on teachers' existing practices; target resources; and support teacher collaboration. (MLH)