Discusses the growth rate of marriage and family therapy education, and the increase in the use of marital and family therapy rather than traditional approaches by practitioners and consumers of mental health services. Theoretical and clinical training in these areas are discussed. (CT)

Reports on the problem of adult functional illiteracy in the workplace and discusses how some companies and business-sponsored organizations are dealing with this problem. Describes Polaroid Corporation's in-house literacy training program in detail. (CH)

Examines the history of the Motorola Company, its use of human capital as a strategic resource, hours and dollars committed to training, and the fact that Motorola owes its strong common culture and much of its success to the large number of long-service employees. (CT)

Describes a survey of "Training" readers that asked: (1) Does your organization conduct basic technical skills training? and (2) If you do provide technical skills training, what subjects are you covering? Results are reported and discussed. (CT)

Presents results of a national survey of training and development executives concerning the state of U.S. employee training. Examples of the topics covered by the survey include corporate philosophy, staffing considerations, needs assessment, training participation, program topics, methods and materials, and program evaluation. (CT)

Deals with women working in the higher echelons of organizational hierarchies. Discusses why training programs aimed at women only are more beneficial to women than mixed participation. Examines women's minority position, effects of traditional stereotypes, group dynamics, problems women encounter in the workplace, and management education. (CT)

A means of using a team approach in training managers is suggested so that training resources, whether internal or external, are seen by the clients as being owned by the manager responsible for the supply of training activities in the organization. (Author/CT)

A 20-year-old institutionalized nonverbal male with Down's Syndrome was trained via total task chain training, verbal prompts, and self-reinforcements to acquire skills of a busperson at a community restaurant. The S acquired and performed skills at a situationally appropriate rate. (CL)

Surveyed 28 counseling practicum students and found that although their most time-intensive training activity was listening to postsession audiotapes, it ranked fifth on perceived effectiveness, with supervisor feedback ranking first. Outlines a method of feedback using dual-channel (stereophonic) tape recorders in the counseling laboratory. (JAC)

Dutch university faculty and administrator participation in a complex organizational and management development system is described, and the use of management courses for administrator training is discussed with reference to three possible training program models. (MSE)

Examines two key considerations related to the question of whether computer-based training is justified--training objectives, and costs of developing computer-based programs. Questions on training content, skills to be performed by trainees, specific training objectives, development and revision costs, salaries, and cost estimates are presented to…

Reviews existing programs for inservice training of professional reference librarians and discusses the changing roles of reference librarians and ways to determine components of a staff training program (e.g., performance functions of reference librarians and use of videotaping to analyze the librarian's ability to communicate effectively). (14…

Examines the effectiveness of systematic group leadership training for 36 graduate students to verbally use and discriminate among four group leadership skills; i.e., cutting off, drawing out, holding the focus, and shifting the focus. Results showed increases in skill acquisition following training. (BH)

Lists reasons why people shy away from trainer recertification programs, benefits of attending such programs, and considerations that users and purchasers of training programs might keep in mind in order to get the best quality programs and service from their vendors. (CT)

Various types of human resource accounting systems are described and analyzed: asset models, expense models, the utility formula, cost/benefit analysis, and a comprehensive program design. Steps in this last design (e.g., review all jobs in the organization, analyze training needs for targeted jobs, determine training programs that have the…