This book offers new readings of the theory, politics, policy, and practice of radical adult education and learning where people's lives are understood as complex and interrelated matters. Brookfield and Holst's poetics and deeply human prose sound rebellious; the authors confront some of the main radical trends in the field of adult education…

The Nominal Group Technique uses a group of people who nominate problems and issues that deserve attention and combines the ideas from several individuals with an effective method for consolidating and prioritizing them. (JOW)

Provides a four-step plan for creating a new training department: (1) Lay a strong foundation; (2) manage expectations; (3) make quality the highest priority; and (4) build relationships. (JOW)

Presents guidelines for starting a training department including reasons why corporations decide to establish one. Includes examples from many companies. (JOW)

In looking for a training program development model, a "best practices" model was developed that combined the strengths from five existing models and addressed the challenges of the 1990s. The "best practices" model has eight discrete steps and two continuous processes: needs analysis and an evaluation-and-feedback loop. (JOW)

Discusses the six cycles of training: (1) identification of training as a solution, (2) allocation of resources, (3) building expertise, (4) demonstration of success, (5) withdrawal of support, and (6) groping for survival. (JOW)

Provides a detailed plan for sheltering all learning in an organization under a strategic umbrella. Areas considered include governance, vision/mission, funding, organization, stakeholders, products/services, learning partners, technology, measurement, and ongoing communication. (JOW)

A proactive approach to human resource development requires assessment of skills and attitudes, review of the diagnosis, an incubation period, implementation of training, and evaluation of results. (SK)

Presents simple methods for calculating the costs and benefits of training, consulting, and other human resource development interventions in a variety of settings. (JOW)

Defines needs analysis and knowledge management and explains how they can be brought together when planning training programs. Includes a glossary of knowledge-management terms. (JOW)

Revisits an April 2000 article questioning the relevance and efficacy of Instructional Systems Design (ISD) and comes back to the question of whether ISD is flawed or is the manner in which people are putting ISD into practice the problem. (JOW)

Discusses how to select the best training program for your needs. Includes information on deciding whether to develop your own program or buy one; identifying the kind of program you need; examining what is available; networking; choosing a supplier; and evaluating programs. (JOW)

Focuses on the challenge of formulating policy and programs for local economic development with sensitivity to the personal and interpersonal potential of the unemployed and the needs of local communities. Indicates that if community workers are to work with both the unemployed and with economic development experts and agencies, they must be…

Looks at the advantages and disadvantages of telecommuting and describes a training program to get people ready to telecommute. Offers tips for organizing an office at home. (JOW)

Awarding continuing education units (CEUs) can offer ongoing benefits to a company, institution, or training group at relatively little cost. A company offering CEUs may be able to help employees complete their college degrees and set long-range goals. (JOW)