Due to demographic changes, businesses will become increasingly reliant on the skills and capabilities of older workers. Companies can no longer afford to use economic arguments against employing older workers. (SK)

Issues currently affecting employee training are the impact of high technology, worker adaptability, the communications revolution, job satisfaction, underinvestment in human capital, demographic shifts, and interest in productivity improvement. (SK)

The effective training designer must consider that most employees will face three or four major retraining efforts in their lifetime and see each program as contributing to this continuous development. (NL)

Consists of four articles describing company and government policies concerning helping dislocated workers. Discusses (1) pre- and post-layoff services at General Motors, (2) placement services for geologists displaced by the collapse of the petroleum industry, (3) the Job Training Partnership Act, and (4) information services for laid-off…

Discusses the creation of an organization to assist highly specialized technical people who have become unemployed to qualify for other occupations in order to generate income. (EK)

Describes outplacement services as including such services and information as (1) financial and career counseling, (2) connections with established training programs and resources in the community, and (3) workshops to teach business start-up skills (although at different levels depending upon program costs). Includes questions to ask potential…

Describing some of the causes of midlife crisis and reasons why organizations should offer help to their employees, the authors suggest these actions: continuing education, retraining, mentoring, autonomy, support groups, counseling, and sabbaticals. (SK)

The growing needs of individuals who did not finish high school and of other adults wish to make changes in their lives can best be met at the local level through education--work programs, or deferred educational and training opportunities, to be used when needed. (EC)

The author discusses various aspects of training and development: formal job-related training and development, the behavioral/cognitive split in informal learning on the job, workplace training inside and out, costs and benefits of workplace learning, and forces accounting for growth and decline in the training and development function in…

The article deals with the efforts of nine different countries to overcome the problems of job obsolescence due to automation and the education and training of youth to fit the needs of the times. (EK)

The purpose of a learning center is to offer a variety of resources and teaching technologies, such as video, audio, computer-assisted instruction, and interactive video, and to tailor their use to a person's preferred learning style. (Author/JOW)

Redesigning jobs can be cost-effective as well as personnel-effective as organizations change to meet society's changes. The process of redesigning jobs, which allows an organization to use existing personnel and avoid the high cost of recruitment, hiring, and duplicative training, consists of asking the right questions and finding the answers to…

Productivity is a central issue these days in any discussion about the economy. However, there is much more talk about productivity than there is real knowledge. We need a clear understanding of what direction productivity improvement efforts will take and what efforts are required to retrain the existing work force. (SSH)