Presents results of the 16th annual survey of workplace training and development in the United States (1,559 responses from 15,000 Training magazine subscribers). Includes information on training budgets, curricula, delivery systems, and other aspects of training and development. (JOW)

Although federal funding for workplace literacy has ended, some companies offer some remedial instruction in English as a Second Language. However, because of the cost of getting employees to a point where they are comfortable with English, many programs are being reduced. (JOW)

Computers may have some value for screening potential employees before a face-to-face interview. Experience has shown that people respond more candidly to computers and employers have a better chance of selecting applicants who will be better employees. (JOW)

"Generation Next" are the 68 million people born between 1977 and 1994. They are the first generation that has grown up with such technologies as computers, the Internet, compact disks, and microwaves and they have more education than previous generations. They will have an effect on trainers and training methods in the workplace. (JOW)

The balancing act between work and life away from work has gotten so complicated that few are able to pull it off. Employers are blurring the lines between the two by offering day care for aged parents or children and flexible scheduling that allows some to work at home. (JOW)

Some training failures may be attributed to lack of recognition that learning is a social activity and that collective learning results in communities of practice. The experiences of Dede Miller at Xerox Corporation and the gap that separates learning theory and common training practice show how hard it is to apply new approaches to workplace…

Discusses ethics training in terms of expected outcomes, contribution to the organization, value, effectiveness, and evaluation methods. Addresses what is known about ethics training, the renewed emphasis on ethics, and what works. (JOW)

Looks at problems of career development and midlife transition in a horizontally structured workplace with few management positions. Describes Amoco's benchmark career development plan that is adapted by many other companies. (JOW)

The Americans with Disabilities Act of 1990 has made it illegal to discriminate against a disabled job applicant who is capable of doing the job. Adaptive devices allow even severely disabled people to perform jobs. Employers can use technology to help disabled employees be as productive as others. (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)

Rather than workplace wellness and stress management programs, the most important factors affecting job stress are personal power/control of job factors, reduced work load, and work teams. (SK)

Managers look at online training as an activity that should be done "off time" whereas employees still think of it as something to be done during working hours. No valid study has shown that online delivery reduces learning time. A better understanding of learning needs must be considered before requiring online training. (JOW)

Many problems arise when Americans work overseas. Transcultural training works to alleviate many of these problems related to working overseas by: changing basic attitudes, teaching skills, and building a positive mental set toward the transfer-environment. (DS)

Honeywell Inc.'s Canadian manufacturing facility offers comprehensive adult education and training programs. Courses offered spearhead cultural changes needed to become globally competitive. Changes start on the factory floor with those who directly affect three aspects of customer satisfaction: on-time delivery, product quality, and low cost.…

Trainers must understand and be prepared to convince others that writing is a set of work behaviors that can readily be taught by modern, competency-based, adult learning technology. Trainers should focus on learners, define job-related writing behaviors, use behavior to teach behavior, and provide positive feedback. (JOW)