Presents the 2000 American Society for Training and Development State of the Industry Report, examining 1,200 organizations in terms of how many employees receive training, how much training they receive, how much is spent on training, and how much training is delivered via learning technologies. (JOW)

Discusses a variety of training methods including mentoring, lecture, video, computer assisted, and simulation. Suggests basic approaches to on-the-job training and tools to supplement the process. A chart compares 11 training technologies in terms of settings, interactivity, development time, costs, advantages, and disadvantages. (JOW)

A performance support system (PSS) uses computers and associated technology to provide the help a performer needs when the performer needs it, and in the format in which it is needed. The goal of PSS is to provide whatever is necessary to generate performance and learning at the moment of need. (Author/JOW)

Looks at the use of distance education as a means to deliver training. Discusses advantages, technologies involved, and program development and offers a glossary of distance learning terms, tips for developing effective programs, tips for teletraining instructors, and additional resources. (JOW)

Though they might differ in details, online learning technologies have begun to converge around common technology standards and the delivery infrastructure known as the Internet. Options for delivering Web-based training include synchronous systems, multinational distribution, provider partnerships, a la carte courseware, and consultants.…

Ways to redesign training material using truly new multimedia capabilities include integrated formats; user-oriented flexibility; reality-based interactivity; and making connections among text to text, graphics, audio, and video to create more lively instruction. (JOW)

Virtual reality, a three-dimensional simulation technology, may best be used (1) when training mistakes would be costly; (2) when the environment cannot be experienced in the real world; (3) to improve human-machine interfaces; (4) to make training situations real; and (5) to make the perceptible imperceptible. (SK)

Companies are using new learning technologies for training, such as interactive multimedia, electronic just-in-time performance support, and the Internet. These methods change the role of the trainer to that of enabler of learning and performance enhancer. (SK)

An increasingly visual culture is affecting work and training. Achievement of visual literacy means acquiring competence in critical analysis of visual images and in communicating through visual media. (SK)

Reviews current technologies and applications for training: networks, electronic mail, groupware, decision software, CD-ROM, chat, videoconferencing, smartforms, and multimedia. (SK)

Technology has potential for teaching soft skills--typically those that are culture, gender, and model based. Authoring software for training is still being refined and interactivity is not where it needs to be for many applications.(JOW)

New challenges for human resource development are the need for efficient, effective, lifelong learning; the use of training technology; changes in jobs and the composition of the labor force; and changes in management practices. Training is likely to become more a screening device than a development tool. (SK)