A study examined programs and practices geared toward retraining middle-aged and older workers to cope with technological change. Literature pertaining to business and gerontology was reviewed, and interviews were conducted with managers responsible for the administration of 12 training and retraining programs across the country. Seven of the 12 programs examined were to be employer based. Generally, these programs were created for internal reasons associated with the immediate need to keep pace with the rapidly changing technologies of the given organization. Eligibility criteria for participation in the 12 programs appeared to have the potential for working for and against older workers; for example, years-of-service requirements favor older workers, whereas the administration of screening tests might place older workers at a disadvantage inasmuch as their education is less recent than that of their younger co-workers. All 12 programs combined the use of lectures with either simulation or on-the-job training to retrain workers. Managers of the employer-based programs noted that their training programs benefited their organizations in a number of ways. Each manager interviewed planned to continue their organization's existing training program, adapting it to meet new needs and populations. (Appended to this report are case illustrations of the 12 organizations examined.) (MN)