As the nation has become aware of the scope of adult illiteracy and its tremendous cost, literacy programs have proliferated. New populations of language minority adults are becoming eligible for and involved in an increasing number of these programs. They include, among others, refugees whose training is no longer funded by the Office of Refugee…

The changes in the composition of the labor force and the changing personal needs of older people are creating powerful incentives for them to remain in or reenter the work force. For many, this will mean job training or retraining. Training for older workers is provided through both private companies and publicly funded programs such as the Job…

Social, economic, political, and technological changes in the last quarter century have changed the volunteer sector. This publication identifies some of the trends and the issues they raise for the emerging profession of volunteer management. Volunteers are more diverse than ever in age and background. Volunteers' motivations and expectations are…

The Internet is changing the way people look for jobs, but these questions still remain: How effective is online job searching? and Are traditional methods now a waste of time? Surveys indicate only 5.5 percent of 99 million American households had done any online job hunting; a majority of 4,000 executives had job openings posted on their…

How to attract and retain adult students remains an enduring question for adult education providers. Recent research sheds light on adult learners' unique learning goals, needs, and aspirations and offers guidance on recruiting and retaining adult learners. Adult students' participation and persistence in educational activities is a complex…

A variety of responses to lifelong learning issues are contained in these essays by 12 practitioners directly involved in non-traditional educational alternatives. Sheila Gordon and Augusta Souza Kappner analyze the demographics, motivation, and environment of returning adult students. Peter Smith looks at the educator as facilitator rather than…

The gold-collar worker has problem-solving abilities, creativity, talent, and intelligence; performs non-repetitive and complex work difficult to evaluate; and prefers self management. Gold-collar information technology workers learn continually from experience; recognize the synergy of teams; can demonstrate leadership; and are strategic thinkers…