This article describes the context and methodology used in formulating and validating a senior‐level human resource competency model for professional development. The development and implementation of the architecture for the model, including the provision of various developmental tools and experiences, was undertaken by the Society of Human Resource Management, a professional association dedicated to the advancement of the human resource profession. The purpose of this effort is to specify benchmarks for professional competence building and to reposition the emerging role and processes associated with the human resource function in responding to the changing organizational and competitive challenges facing United States‐based, multinational organizations. © 1996 by John Wiley & Sons, Inc.

A synthesis is presented of the various rationales which predict the facilitative influence of instructional objectives on learning and retention. Facets which are particularly relevant to the analysis of instructional objectives in learning situations include the dimensional character of attending behavior, the optimal degree of specificity to be incorporated in specifying instructional outcomes, effects of the placement or position of objectives during instruction, and a discussion of investigations concerned with an incidental or unspecified learning criterion. The conclusion is that, on each of these issues, various instructional conditions determine the efficacy of utilizing objectives to promote learning and retention.

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