The Bottom Line for Education and Training

Because business and industry training has become a major economic investment for the companies that support it, training managers are increasingly called upon to demonstrate that their interventions are not only effective but also cost-effective. This article describes a cost-effective methodology. It points out how cost-effectiveness differs from cost-benefit analysis. The technique combines meta-analytic and simple accounting procedures to yield an index of relative cost-effectiveness of training interventions. Using examples from the schools and corporate training, the authors demonstrate how the analysis can be applied to a large variety of training situations.     

The changing of the sponsorship market

Since the time of state socialism, Hungarian sport has been totally financed by the state. Therefore, Hungarian soccer and sponsorship market is a relatively new and unexplored subject of research in the field of sports sponsorship, as most studies so far have focused on the major European soccer leagues. The main objective of this paper, focusing on the Hungarian soccer sponsorship market, was to evaluate the range of soccer sponsorship objectives and the range of evaluation tools that sponsors use to measure the effectiveness of their sponsorships. A combined approach of qualitative and quantitative research methods served as the methodological foundation of this study. In the quantitative phase, representatives of the sponsor companies (n=103) were asked to rate the importance of the sponsorship objectives and the importance of the evaluation techniques used to measure the effectiveness of their sponsorships. The results of this study have implications for the sports sponsorship industry, the Hungarian soccer club sponsors, and the sport properties too. According to the research results, many of the Hungarian sponsor companies have failed to assess the effectiveness of sponsorship in meeting their objectives. The research can be used to bridge the gap between the theory and practice of soccer sponsorship in Hungary.     

The alpha and split-half reliability of the teacher stress inventory

The internal consistency and split-half reliability of the Teacher Stress Inventory (TSI) was investigated based on data provided by 3,478 teachers, representing 22 individual and two aggregate samples from six states. The data indicate for both the strength and frequency dimensions that the TSI is highly reliable in terms of both its regular and short-form length, and that the two short forms are highly correlated with one another.     

Parent training research: An analysis of the empirical literature 1975–1985

This project was designed to provide a retrospective analysis of the parent training literature during the last decade. Eighteen journals with behavioral psychology, clinical/counseling psychology, school psychology, and special education emphases were selected for review. Data related to the number of articles published in each journal, year of article publication, referral problem, and contributing institution were collected. Results indicate that behavioral journals published the most empirically based parent training articles (66%), followed by clinical/counseling psychology (26%), special education (6%), and school psychology (3%) journals. Parents with noncompliant, handicapped, or abused/neglected children comprised the majority (58%) of research participants. Suggestions for involving school psychologists in parent training research and broadening the focus of parent training to include preventive, as well as remedial, efforts are presented.     

Correlations between the stanford-binet: Fourth edition and the WISC-R with a learning disabled population

The Fourth Edition of the Stanford-Binet and the WISC-R were compared as instruments for assessing the intellectual strengths and weaknesses of students classified as learning disabled in the primary and secondary grades. Results found only a 3.28-point difference (p≥.0001) between the S-B Composite score and the WISC-R Full Scale score. Correlations between the four broad areas of the S-B and the three scales of the WISC-R ranged from .494 (S-B Abstract/Visual Reasoning with WISC-R Verbal) to .920 (S-B Composite with WISC-R Full Scale). All correlations were found to be significant. Implications of the research findings were discussed.     

Curriculum Planning For Training: The State of the Art

This article provides training practitioners with an overview of literature on long-term curriculum planning for training in business and industry. It also summarizes key results of a national survey of corporate business planners and trainers on the current status of curriculum planning for training in their organizations. In general, few respondents of the study indicated that their organizations have established long-term training plans (curricula) to meet the predictable orientation needs of new employees or support implementation of corporate strategic business plans.     

Curriculum Development for Business and Industry

Curriculum development is usually associated with educational institutions. As a result, there are few curriculum development models that have been specifically created for the business and industrial setting. Those that have been published tend to adopt a “let's begin at the beginning” approach. They prescribe starting as though nothing previously existed within the organization to provide personnel training and development. The Professional Development Curriculum (PDC) model presented in this article starts with what already exists organizationally. It adopts a convergence strategy. It begins by systematically matching known needs with known resources and then, over a series of generations, creates closer fits between needs and resources. The model has been applied to two very different settings in General Motors: all GM wholesale divisions and GM's Latin American retail and wholesale operations. The results have been positive in creating coherent curricula tied to career path progressions for all employees in these organizations. Evolutionary and practical, this PDC model can be applied to any business or industry to build competency-based curricula that not only provide personnel development support systems for today's needs, but for tomorrow's as well.