The term "customized training" has recently been used often when discussing training. Many training development companies and community colleges selling their training programs use it frequently for engaging prospective customers and companies considering purchase of their products. So, what is customized training?

Vocational, educational, work release, and other approaches to the complex employment needs of prisoners and parolees. (Editor)

A vocational retraining program for disadvantaged ghetto residents at the Sequential Computer Corporation. Trainees received on the job training, counseling, and jobs after they completed the program. (BC)

The People's Republic of China has dedicated itself to the achievement of the Four Modernizations--science and technology, agriculture, industry, and national defense--which will move the nation to the high levels of technology found in the advanced nations of the world. (JOW)

Describes the British framework of nationally recognized qualifications: National and General National Vocational Qualifications. Discusses the assessment process, evidence of achievement, documentation, and quality issues. (SK)

Adult education and employee development are framed by globalization, insecurity, and uncertainty. Learning is a cultural change mechanism, and a learning culture is a key to organizational and individual survival. (SK)

Refutes arguments against professional certification for human resource development, such as lack of common knowledge base, restriction of labor supply, and administrative/regulatory issues. Presents positive implications of certification for individuals, organizations, and the field. (SK)

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)

A leader in human resource development reminisces about the people, places, and programs that made the field what it is today. (JOW)

In education and the workplace, people are the most valuable resource. Developing human capital can produce competitive advantages for employers and employees. (SK)

Describes Alberta's registered apprenticeship plan (RAP), a three-year program in which students spend part of their time in school and part in industry as a registered apprenticeship. Compares RAP to the federal youth apprenticeship proposed in the United States and the European model. (JOW)

Robert B. Reich, former U.S. Secretary of Labor, and Daniel Goleman, researcher and author, debate the pros and cons of trends revealed by American Society for Training and Development's 1999 State of the Industry Report. (Author/JOW)

Part-time faculty-development programs should begin with an infrastructure specifying hiring, promotion, and salary criteria and course evaluation. Development should focus on providing faculty with a broader context, programmatic content when needed, training in instructional methods and technology, and a faculty "home." (SK)

To keep pace with dramatic changes in workforce requirements, the two-year college should not only focus on teaching, but also on the instruction of relevant and contemporary subjects. (Author)

Examines what is meant by good theory and theory-building research in human resource development (HRD). Discuses core knowns and unknowns in HRD theory building. Outlines two key challenges: dealing with the researcher-practitioner relationship and recognizing the value of multiple research paradigms. (SK)