Preparing employees for the immediate work in front of them is a challenge. While most companies are still mastering effectively training their own workforce, some, such as "Training" magazine Top 10 Hall of Famer The Ritz-Carlton Hotel Company, have set up for-profit academies open to the public. When Ritz-Carlton won the national Malcolm…

Even in an industry where rapid change is the status quo, it takes a special kind of company to handle the training challenges posed by a major corporate acquisition and massive product rollout. No one has ever accused Verizon of thinking small-scale when it comes to training initiatives, but over the last year, the telecommunications giant…

The youngest workforce generation seems to crave games and simulations, and even older workers are coming to enjoy them. But what do new trends in these areas mean for the company, the learners, and the organization's strategic goals? In this article, two experts in the field, Clarissa Graffeo and David Metcalf of the Mixed Emerging Technology…

Because organizations need to be broader based and cross-functional, workers must have broader expertise as well as deep specialized skills. Cross-training and teamwork are essential. (SK)

Discusses the advantages and limitations of a one-person training department in a small organization. Suggests that going it alone is seldom easy, but gives some thoughts and ideas on how to match trainer's skills most effectively with the organization's needs. (WL)

Five organizations report promising payoffs from the scheme in which training becomes an adjunct to the selection and placement process. (WL)

Why do employers go to the trouble and considerable expense of providing training for the people who work for them? Traditionally, the purpose of company-sponsored training has been to prepare specific people to do specific jobs or to do them better. (SSH)

The article discusses how the Lockheed-Georgia Company eased a staff reduction problem with special training aimed at placing people they had let go in jobs where local businesses had openings. (Author)

Areas of concern for human resource managers include a move toward management by anticipation, relating people to organizations, motivational effects of physical plant design and layout, more use of work teams, better strategies for managing managers and professionals, treating employees as assets, new systems of managing managers and…