Human competence is a vital element for any organization that expects to survive and then thrive. Developing individual performance ability is necessary but not sufficient because trained people alone will not make an organization successful. We must determine what people should deliver and why it should be delivered in order to add measurable…

Discusses principles of goal-based scenario (GBS) learning environments based on an examination of situated and unsituated knowledge. Topics addressed include flexibility; learning strategies; transfer of training; motivation; retention; and the use of GBS for professional development courses. (seven references) (LRW)

Describes on-the-job training models developed by the Pilot Mini District of the Cincinnati Public Schools for integrating computer technology into classroom instruction: (1) Shadowing; (2) One-on-One for One; (3) Rotating Topics; (4) Walk-in Clinics; and (5) Student Exchanges. (AEF)

Describes an interactive multimedia Business Practices Course, developed to help reengineer point-of-need training for professional development, in which the learner conducts a business review of a company's current operations and makes recommendations to improve productivity and increase customer satisfaction. (six references) (LRW)

Suggests levels of uses of the World Wide Web representing a continuum from basic occasional use to advanced continual use common in schools, colleges, and corporate training: no Web use, information Web use, supplemental Web use, essential Web use, communal Web use, and immersive Web use. (AEF)

Analyzes three applications of online learning and technology in South Korea: development of single-mode virtual universities; online education in conventional universities; and Web-based corporate training. Concludes with principles of online learning derived from experiences in implementing such environments. (AEF)