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 Training Partnership Act and the Senior Community Service Employment Program. Surveys show that older employees receive a smaller share of on-the-job training and outside courses than do younger workers. Eligibility requirements also restrict the numbers of midlife and older persons who participate in publicly funded programs. Two issues influence the low participation rate: older workers' trainability and the economic payoffs from training. Although employers rate older workers highly in terms of dependability, loyalty, and commitment, they are less positive about their ability to learn new skills. They also question whether the individual will stay on the job long enough to make training pay off. Older adults themselves often accept these negative stereotypes. However, both research and practice show that deterioration of cognitive processes is by no means universal. Some studies have shown that older workers can adjust to new technology, can perform nearly as well as younger counterparts, and stay on the job longer, improving the return on investment in their training. As more older individuals continue to have successful experiences in training and in the work force, these issues and negative stereotypes will dissipate. (SK)