Discusses decision making and suggests that using simulation techniques based on a sophisticated decision support system facilitates the identification of utility-maximizing strategies. The negotiation training model is described, and preliminary results based on simulation runs are reported. (LRW)

Discusses tacit learning, the bringing together of mind and body by practice, and how to incorporate it into training. Includes descriptions of exercises that reveal tacit knowledge. (JOW)

This condensed version of the American Society for Training and Development's annual state of the industry report highlights the practices that distinguish leading-edge firms from average organizations in how and to what degree they train. (JOW)

Discusses ways to embed customer service learning and customer loyalty including making customers think, examining every aspect of customers' service encounters with staff, providing follow-up, making learning fun, and involving customers in your business. (JOW)

Describes a framework for designing an electronic performance support system (EPSS) that reduces the requirement for more traditional forms of training. An intervention summary table is provided that includes five types of interventions, user access, user type (expert and/or novice), purpose, and difficulty. (Author/LRW)

Examines the differences between traditional training and performance improvement. Highlights include the role change for human resources professionals from managing employee training to shaping strategic plans for the organization; incorporating a systems approach; engaging a task force; and enlisting top management support. (LRW)

Discusses the importance of situational factors in training program development, particularly in programs intended for professionals in the fields of mental health and social welfare. Proposes a methodological manner for selecting situations relevant to future tasks that revolve around the role the professional is expected to fulfill. (Author/LRW)

Offers suggestions for international training: tone down natural assertiveness, be flexible about time, do not use group participation, expect problems with logistics, and expect the best. (JOW)

Current training methods are not adequate to develop the level of communication skills needed in the workplace. Innovative methods drawn from theatre and educational drama, including using voice and body in communication and developing self-understanding, form the basis of integrated communication training. (SK)

Provides 10 guiding principles related to online learning: (1) know your business, (2) market, (3) respond to needs, (4) know infrastructure, (5) test, (6) create impact, (7) use support systems, (8) use games and simulations, (9) use short modules, and (10) link people through the Web. (JOW)

Although online training is causing restructuring in some companies, content is still predominant and can be delivered without the Internet, for example, through self-study books. Companies should deliver training in the best format for their employees. (JOW)

A new generation of e-learning companies is bringing the qualities of live role play to computer simulation. Successful simulations require authentic and relevant scenarios, situations that tap emotions and force actions, unrestricted options, and replayability. (JOW)

Examines how a Japanese biochemist and technician structure a scientific training activity, focusing on interactional structure. Describes how the participants segment the training from previous and subsequent activities and how they segment that same training into smaller units, revealing that structuring actions are complex, negotiated, and…

This article takes a different approach to presenting the importance and applications of mental training. Applying mental-skills training to enhance learning and performance requires athletes and students to improve their awareness of what they do to help themselves (mentally, emotionally, physically, and behaviorally), as well as what they do to…

The purpose of the study was to compare the practices used by HRD professionals to evaluate web-based and classroom-based training programs within seven Korean companies. This study used four components of evaluation to examine how HRD professionals evaluated web-based and classroom-based training programs in their organizations and compared the…