Although the Internet and multimedia will shape the future of training, there are times when in-person training is essential. Considerations for deciding what kind of training to provide include need for feedback, timing, cost, and trainee location. (JOW)

Virtual Reality (VR) is a computer-created sensory experience that so completely immerses participants that they barely can distinguish this "virtual" experience from a real one. VR promises trainers the ultimate method of simulation. (Author)

Training is a system of requirements, resources, and results. The requirements tell the system what it needs to do, the system produces results intended to meet the requirements, and the system consumes resources to produce results. Understanding what the customer wants enables trainers to tailor all processes to that goal. (JOW)

Describes how U.S. businesses in China are hiring and training workers and the challenges to trainers posed by cultural differences. (JOW)

Serious studies are underway that may help outdoor experiential training (OET) shed its faddishness and gain credibility as a legitimate instructional methodology. Only those programs that include clear objectives, skilled facilitation, a plan for transferring training back to the job, and credible evaluation and followup will be effective and…

Background information about a firm or department should be gathered before designing a training course. Questions to ask include the number of trainees, age, gender, educational and experience levels, and workplace climate. (JOW)

The industry report of employer-provided training includes charts depicting training budgets, who's learning what and how, trends (including work teams and social issues), and technologies for training. (SK)

Although younger people with more technological savvy are entering the work force, older people are staying in the workplace longer. Trainers must accommodate differences in learning styles when planning their programs. (JOW)

Discusses performance-based training and suggests that organizations are focusing on performance and making breakthroughs in terms of competitive advantage. Offers reasons why trainers should focus on performance. (JOW)

This project involved a school psychologist's efforts to train teachers about chronic illnesses. A two-session training presentation was offered and supplemented by materials in written form and a specially designed Web site with links to additional resources. The training was offered to 91 educators in Georgia, United States. Training focused on…

By whatever method, whether we consider ourselves to be involved in training, teaching, or educating, the ultimate objective is the same: to impose new patterns of behavior, new habits, upon the narrow patterns and/or muscle responses of the students. (Author)

The theory and practice of nonviolent action training as it exists to date are reviewed in this pamphlet. A response to a renewal of interest in alternative forms of social action, the pamphlet results specifically from an international seminar of experienced organizers and trainers held at Preston Patrick, Westmorland, England, June 27 - July 2,…

The British Gas Corporation has formulated and refined the incident process of training into their own method, which they call developing case study. Sales trainees learn indoor and outdoor sales techniques for selling central heating through self-taught case studies. (DS)

Comparisons of the training practices of large companies confirm that the delivery and financing of training is changing rapidly. Companies in the American Society for Training and Development Benchmarking Forum are delivering less training with permanent staff and more with strategic use of technology, contract staff, and external providers,…

Offers comprehensive data on employer-based training in the United States and looks at training issues ranging from remedial training to drug testing and AIDS education to the transition to team-based work. Discusses money invested in training and who is getting what kind of training. (JOW)