Employer-sponsored skill training (ESST) has evolved as employers have sought to achieve organizational goals with existing human resources. Such problems as personnel turnover, technological change, and changes in the composition of the work force have required the provision of additional training for adult workers. Social, economic, political, and technological factors have influenced the development of ESST programs since colonial times. ESST programs today are affected by similar factors. A significant social factor affecting ESST programs today is demography. The median age of the U.S. population is increasing rapidly; as workers remain in the work force longer, they need retraining. Another social factor affecting training is a changing philosophy toward life and work. ESST tends to drop off with the beginning of economic recession and pick up as economic recovery progresses. This trend, however, may change as management begins to view training as a long-term investment rather than as an operational cost. Numerous types and variations of ESST programs exist. All such programs, however, should be characterized by the following elements: (1) top management who value personnel development; (2) trainers who are highly qualified and well-rewarded; (3) an incentive plan for employee self-improvement; (4) well-equipped training facilities; and (5) an adequate instructional resource center. In the future, training programs could be improved by the formation of more linkages between public and private sectors in the joint task of producing more skilled workers. (KC)