A study examined ways in which employers in the United Kingdom are meeting the challenge of training and career progression for part-time and temporary employees. First, the literature was reviewed to gather information on the following topics: the growth of "atypical" work, training and adult workers, differential access to training, factors affecting training provision and participation, ways of increasing provision and participation, and examples of good practice. Next, 12 case studies were conducted to identify the nature/duration of training available, sources of financial support for training, employer attitudes/practices regarding training, worker attitudes regarding training, and successful strategies for promoting training. During the site visits, semistructured interviews were conducted with personnel/training managers and part-time and temporary workers involved in training programs. It was discovered that, despite the still-accelerating increase in part-time and temporary workers, the training opportunities and career prospects of such workers remain limited. Recommendations for eliminating the contradiction between a flexible (part-time) work force and inflexible (full-time) training policy included calls for more effective national promotional activities and monetary or tax incentives to offset employers' training costs. (Ten tables/figures and a 128-item bibliography are included. Appended are the training/personnel officer and employee interview schedules.) (MN)