In the past, employer-provided, job-specific training for new employees and continuing education for those who wished to advance in their jobs were often sufficient to keep abreast of technological changes. This is no longer the case, however. The substantial monetary and time expenditures associated with retraining programs that are begun only after workers' skills have become obsolete underscore the necessity of developing ongoing retraining programs geared toward persons who are currently employed. Business, labor unions, and government can all play a role in funding and/or providing retraining. Funders can make their influence felt by selecting the training provider and shaping the content of training. It is also possible to combine federal, state, and local government funding with union or business funds, as has been done in such states as Michigan, Delaware, and Alabama. The following all have a place in comprehensive retraining programs intended to prevent skill obsolescence: a counseling/educational guidance component; an assessment system; a support system (to provide such things as financial aid, child care, workplace study areas, and recognition of trainees' achievements); basic, vocational, and general skills programs; and management development programs. (MN)