Ways to overcome resistance to investing employee time in training include making training fit the available time, persuading management of the benefits, reexamining assumptions about teaching and learning, and switching from training to performance support. (SK)

Discusses the ninth annual survey of human resource development personnel to determine how much they budget for training expenses, the types of training those dollars create, how courses are delivered, and so on. Creates a comprehensive picture of training and development in 1990 and provides a yardstick against which to measure an organization's…

Discusses the gap between the basic skills of many workers and the more complex skills required by many jobs. Points out that many employers offer basic skills training because they cannot find qualified entry-level workers and find glaring deficiencies in their existing workers. (JOW)

A survey of 1,649 companies (14 percent response) found that production workers have moved into a tie for second place among those who received training. Only salespeople received more and professionals received the same amount. (JOW)

The author presents results from a survey of organizations in the United States with 100 or more employees, regarding their spending on formal training of their employees. The national investment in employer-sponsored training remained fairly constant. About 68 percent of training dollars paid for training staff salaries. (CH)

Describes the responses of some companies to increasing demands for family-work balance in terms of flexibility in working hours and leave policies, child care, and fringe benefits. Identifies some of the effects on the "bottom line." (SK)