A marketing and management professor advocates the use of a marketing approach for industrial training personnel during a period of recession. He states that marketing rather than just salesmanship is needed to promote training programs for lower as well as upper management. (MF)

Final of a six part series discusses the idea that the reputation and credibility of training and development is much lower outside the training community than within it. Urges organizational trainers and developers to prove cost effective contributions to their organizations. (LAS)

Even the best employees tend to reach plateaus and need consistent direction for their continued achievement. To be truly effective, job related training should include recognizable components which people feel will result in improvement of themselves as individuals. (EM)

Tips to trainers for influencing management to provide employee development programs are presented, with reference to the Fluor Corporation's People Resources Planning Center which the author developed. (MF)

Approaches to career paths and sequence of events are seen from two perspectives, the individualhs and the organization's needs and preferences. (MF)