The population of the United States is aging and will age even more rapidly in the coming years. Yet our public and private retirement and benefits policies continue to favor early retirement--in spite of clear demographic trends, in spite of legislation raising the mandatory retirement age from 65 to 70, in spite of the fact that many of our older citizens can't live on their pensions in these days of double-digit inflation, and in spite of the fact that fewer people are having to support pension plans for an ever-expanding group of longer-lived retirees. This monograph examines education and training policy in view of the labor force implications of this changing age phenomenon. First, the paper provides an overview of the state of existing knowledge related to aging, education, labor force retention, and retirement. Second, it provides an overview of labor force disincentives in current Social Security and private pension policies which all but push older workers into retirement, and contrasts these policies with the influences of the Age Discrimination in Employment Act (ADEA). Third, it looks at personnel policies generally and how they affect different age groups. Fourth, it looks at retirement for the individual and some alternatives to retirement. Next, it explores some of the principles of education and training and examines some precedents in human resource development which take age and aging into account. Sixth, the paper considers new levels of cooperation between education institutions and employers that use age factors in a positive manner, and then examines some of the long-term policy implications of extended working life. Finally, a series of recommendations is offered. (KC)