A perceived lack of educational preparedness on the part of the American workforce has led many corporations to offer remedial education and basic skills training to their employees. Distance learning technologies have been increasingly utilized to deliver this training. The selection process employed by human resource training managers in evaluating and selecting training resources was compared to the selection process used by corporate librarians in performing collection development responsibilities for the corporate library. A national survey was administered to 100 corporate librarians and 100 training managers in private, for-profit companies to determine the compatibility between the two processes for the purpose of developing an effective distance learning-based, remedial education and basic skills training collection in a corporate library. The survey achieved a 25% response rate. A review of the literature in the library and training and development fields failed to demonstrate any link between the two groups. Results of the survey support an assumption of similarity in that little significant difference was found between the two groups in the areas of selection criteria, methods, and policies employed. Significant differences between the two groups were found when comparing decision-making elements. Collaboration between the two groups would seem to enhance the corporation's ability to provide optimum employee training while increasing the value of services provided by the corporate library, although this was not recognized by either group of respondents. Appendices include cover letters and questionnaires for corporate librarians and human resource training managers. (Contains 21 references.) (Author/SWC)