Defines the four most widely recognized learning styles and discusses the need to adapt one's training style to fit the trainees. Also stresses the importance of understanding one's own learning preferences and those of coworkers. (JOW)

Provides money-saving ideas for effective training methods. Suggests the importance of a needs assessment, minimizing the amount of time employees spend in training, keeping employees out of the classroom by giving them job aids, using self-study courses, and making on-the-job training more useful. (JOW)

Discusses the problems associated with having people from four generations in the training classroom. Offers tips for training people from age 20 through 70. (JOW)

Looks at the practice of using employees from other departments as short-term trainers. Advantages include getting fresh ideas and perspectives, having real-life experiences, providing credibility for the training department, and providing links with other departments. The problems are people who do not want or know how to train, lack of knowledge…

Looks at the views of several chief executive officers (CEOs) regarding training. Suggests that CEOs who personally conduct training programs send a powerful message throughout the organization. (JOW)

Customizing off-the-shelf training materials to fit learner needs may include revisions such as making student exercises, case studies, and role plays more relevant and incorporating critical incidents and action learning principles. Customizers should be aware of copyright and intellectual property issues. (JOW)

Looks at the pros and cons of training consortia. Suggests that they can be a cost-effective training strategy, especially for small companies. Describes three categories of consortia: private for-profit, private nonprofit, and public sector. (JOW)

An annual business/industry survey showed 7% increase in spending on formal training in organizations of 100 or more employees, accounted for by 36% of all organizations. Large organizations are either paying trainers more or hiring more trainers; many are using community colleges. Percentage of training dollar per employee category is 26%…

Discord sometimes arises between training and information system departments over who should be in charge of training users to operate the necessary hardware and software to do their jobs. The lack of cooperation between the two departments is not in the best interest of employees or the organization. (JOW)

Discusses TRDEV-L, a listserv comprised of subscribers who discuss a variety of issues related to training. Points out advantages and drawbacks to joining the group. Identifies key Internet resources for trainers. (JOW)

Looks at the operation of a one-person training department. Discusses scheduling, budgets, relationships, and peer training. (JOW)

Although Web-based training has great potential, it is hindered by lack of bandwidth to deliver multimedia. Trainers are investigating new methods, such as streaming technology, to deliver training over corporate intranets. Trainers must also ensure that trainees are prepared for learning via the Web. (JOW)

Describes how computer games can be adapted and used for training. Discusses elements of a well-designed computer-based training course. (JOW)

Training directors can sustain their role in turbulent times by being knowledgeable about business, understanding the role of instructional technology, and developing a sixth sense about change. Their role can evolve into that of performance directors. (SK)

Environmental training updates employees on state and federal environmental regulations. It helps to keep companies in compliance with regulations, keeps communities safe from hazardous waste, and keeps employees healthy. (JOW)