This article presents "Training" magazine's exclusive analysis of the U.S. training industry, featuring 2011 training expenditures, budgetary allocations, delivery methods, and training priorities. Now in its 30th year, The Industry Report is recognized as the training industry's most trusted source of data on budgets, staffing, and…

Discusses the advantages of using subject experts in a training task force to develop a training program. The advantages include a short time frame, credibility, lack of errors, and staff exposure to top management. (JOW)

Trainers from different organizations who share ideas and strategies benefit from the experiences of their colleagues. Creative trainers are discovering a cooperative approach to the development and delivery of training. (JOW)

Training can be the most important benefit included in the purchase of a franchise. Several of these training programs used by franchise sellers (Castro Convertibles, Roto-Rooter, H and R Block, Dunhill Personnel Systems Inc., Carvel, Holiday Inns, Sheraton Inns Inc., McDonald's) are discussed. (Author/BP)

Describes a nine-step method to overcome resistance from participants and get the most from using role playing in training. (JOW)

Defines the four most widely recognized learning styles and discusses the need to adapt one's training style to fit the trainees. Also stresses the importance of understanding one's own learning preferences and those of coworkers. (JOW)

Serious trainers are using myths and fables in an attempt to focus workers on their conscious and unconscious assumptions about quality, diversity, job satisfaction, and other issues and to help them redirect their workplace energy more productively. Followers of Carl Jung argue that the approach used to help patients resolve inner conflicts can…

A new experience in bank training is the use of simultaneous role playing, a type of participative training in which students mostly instruct themselves rather than through instructor interaction. The purpose is to develop field trainers which in turn will reduce training cost and train more personnel. (DS)

A company trainer shows some ways of scheduling reinforcement of learning for trainees: continuous reinforcement, fixed ratio, variable ratio, fixed interval, and variable interval. As there are problems with all methods, he suggests trying combinations of various types of reinforcement. (MF)

Discusses the differences between training adolescents and adults and stresses the importance of designing effective programs for adolescents. Describes programs used by 7-11, Burger King, and Six Flags Over Texas. (JOW)

Discusses the advantages and disadvantages, the cost and benefits of teleconferencing as an alternative to travel for trainers and trainees. Gives examples of companies which are making use of this technology. (JOW)

Unstated beliefs adults bring to training may conflict with what they are being taught. Rather than identifying learning objectives, trainers should identify trainee assumptions through questionnaires that force people to confront their beliefs and help unblock them. (JOW)

Training theater is a training method similar to role playing and is used by well-established organizations. The approach is intended to help people break out of their workaday roles and tap the creative power they have within themselves. (JOW)

Debunks five myths about using humor in training: (1) the subject is too serious; (2) "I'm not funny"; (3) someone will be offended; (4) it won't help; and (5) it is distracting. Suggests that humor builds rapport, encourages creativity, makes learners feel safe, reduces fatigue, and activates long-term memory. (JOW)

Provides money-saving ideas for effective training methods. Suggests the importance of a needs assessment, minimizing the amount of time employees spend in training, keeping employees out of the classroom by giving them job aids, using self-study courses, and making on-the-job training more useful. (JOW)