The balance of power in the United States has begun to shift from youth to older age and will not soon return to a more familiar proportion. Human resource development professionals need to help their companies respond to the needs of older workers and older customers. (JOW)

Describes resources that trainers can use to tap into both academic and street knowledge about training and human resource development (HRD). Includes information about books, journals, professional associations, seminars, and online databases. (JOW)

Focusing on training as it relates to adult education, this article provides three definitions of adult education and discusses three categories of adult educators. It is noted that trainers work with people who see themselves essentially as adults, and in that sense trainers are adult educators. (LRA)

Human resources development and training are not suited to everyone. A practical, time-saving process for people wanting to become trainers includes (1) assessing relevant skills and interests; (2) researching organizations; (3) learning basic business operations; (4) learning the training process; (5) developing a chronological resume; (6)…

The author describes the various approaches of identifying personnel capable of conducting training sessions. (JB)

The chief executive officer of Xerox demonstrates how his company uses education and training to improve quality and productivity in the work force. Leadership and the quest for quality in human resource development are illustrated. (SK)

Economic, demographic, and technological trends suggest that private training will likely receive a good deal more attention in the coming decades. New economic thinking reveals the critical need to develop human capital to improve productivity in the private sector. (CT)

An interview with Frederick E. Fisher, vice president, National Training and Development Service for State and Local Government (NTDS), is presented. (SC)

Presents results of a national survey of training and development executives concerning the state of U.S. employee training. Examples of the topics covered by the survey include corporate philosophy, staffing considerations, needs assessment, training participation, program topics, methods and materials, and program evaluation. (CT)

Asserts that a large part of the labor pool from which businesses draw employees is poorly educated. Suggests that a good way to get help is to create strategic alliances with government agencies and private organizations. Presents examples of an alliance that was formed to address labor deficiencies in South Carolina. (JOW)

Organizations must constantly reexamine their operations to cope effectively with a changing economic picture. This process can help managers identify some decisions to be made about HRD programs during a time of declining economy. (Author)

Training, education, and personnel development (T/E/D) are on the rise as corporate functions. The T/E/D field is undergoing change, and the article discusses the findings of a current study regarding costs, training needs, executive involvement, and effective use of T/E/D. (Author/BP)

Reviews the conceptual differences among the various kinds of learning experiences which are provided for adults, particularly by employing organizations. Also examines labels and semantics, implications of the various concepts, who should bear the responsibility for human resource development, mutual expectations, fade-out of unused skills, and…