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TRAINING TOPICS
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Grouped by topics, here are hundreds of articles, policies,
and assessments in the Workforce Management Research
Center.
Topic Index
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Basic Skills Training
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Behavioral Training
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Employee Career Development
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Training Technology
Connect with other human resource professionals in the
Workforce Management Community Center. Exchange
ideas about skills training, leadership training, management
training, compliance training, e-learning, as well as
organizational development and effectiveness.
Topic Forum
●
Training
& Organizational Development
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VENDOR DIRECTORIES
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Find the vendor you need. Browse or search by keyword
through product and service listings:
Training
●
Behavioral/Interpersonal Skills
●
Career Development
●
Computer Skills Training
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Computer, Internet, Intranet-based
●
Conference/Meeting Sites
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Consultants/Trainers
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Culture and Language
●
Executive/Professional Education
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HR Education Programs
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Leadership Training
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Presentation Equipment and Tools
●
Sexual Harassment
●
Training Management Software
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MANAGEMENT SKILLS
Lights, Camera, Coaching
Consulting giant PricewaterhouseCoopers
creates its own version of 'must-see TV,' kicking off 10 episodes
to dramatize the value of everyday workplace interactions—which
can be more important than formal evaluations.
Read more about dramatizing training.
Also:
Grant Thornton Employs Workplace Drama
Opening the Books on Training and Development
Dear Workforce: What Is the Distinction Between
Coaching and Mentoring?
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ALL-AROUND
TALENT
At Small Business Administration, Generalists
Are Developed, Not Hired
Loan officers are more likely to serve
in marketing and training capacities, advising lenders and business
owners about the SBA's products and services.
Read more about training at the SBA.
Also:
A Week Devoted to Training
Closing the Skills Gap
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NEWS AND EVENTS
Quick Takes
Learning Cultures: Researchers at Bradley University in Peoria, Illinois, say corporate culture is more than a buzz term.
Click here to read more.
HR Training Curricula: Web-based social networking continues to carve a niche for itself in the world of employee learning.
Click here to read more.
Knowledgeable Workers: The quest for top talent isn't confined to developed nations. Countries that are evolving into growth economies, such as Malaysia, also are grappling with the issue of talent acquisition and development.
Click here to read more.
Training to Serve: As economies in the U.S. and Europe diversify more heavily into services, companies are running into a hard reality: Executives worry their employees lack the basic skills necessary to sustain prolonged economic growth.
Click here to read more.
Hard Sell, Soft Skills: Companies across many industries are spending money to strengthen the informal ways that employees learn on the job.
Click here to read more.
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DISCUSSION
Coaching
Posted in the
Training & Organizational Development Forum:
A reader writes: "Has anyone set up a coaching program? I am considering starting one but would like some basic insight, such as is it working, are internal or external coaches better, are all employees involved, program structure and goals, etc. ... Thanks."
Join the discussion.
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METRICS
Annual Earnings of Training and Development Specialists
(Most Recent U.S. Government Data)
Median annual earnings of training and development specialists were $44,570 in May 2004. The middle 50 percent earned between $33,530 and $58,750. The lowest 10 percent earned less than $25,800, and the highest 10 percent earned more than $74,650. In May 2004, median annual earnings in the industries employing the largest numbers of training and development specialists were:
| Training
expenditure as a percent of payroll |
$49,540
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| Insurance carriers |
47,300
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| Local government |
45,320
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| State government |
41,770
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| Federal government |
38,930
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| Source:
Bureau
of Labor Statistics |
Adult Education
Percentage of population age 16 or older who participated in adult education activities, by age and type of activity, selected years, 1999-2005
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1999
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2001
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2005
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| Age 16 or older
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| Overall participation |
44.5%
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46.4%
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44.4%
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| Work-related courses |
22.1
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29.7
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26.9
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| Personal interest
courses |
22.2
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21.3
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21.4
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| Part-time degree
or diploma programs |
9.3
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5.5
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5.0
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| Other activities* |
4.1
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3.6
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3.2
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| Age 16-24
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| Overall participation |
50.1
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52.8
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52.9
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| Work-related courses |
16.3
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22.3
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21.2
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| Personal interest
courses |
22.7
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27.6
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26.6
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| Part-time degree
or diploma programs |
13.6
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12.8
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11.4
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| Other
activities* |
11.6
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11.5
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9.7
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| Age 25 or older
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| Overall participation |
43.8
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45.6
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43.2
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| Work-related courses |
22.9
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30.7
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27.7
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| Personal interest
courses |
22.1
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20.5
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20.7
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| Part-time degree
or diploma programs |
8.7
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4.5
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4.2
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| Other activities* |
3.1
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2.6
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2.4
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| *Includes
basic skills training, apprenticeships and English as
a second language courses. |
| Note:
Estimates exclude persons who were attending elementary or secondary school, on active duty in the U.S. armed forces or institutionalized. Estimates include part-time participation in college or university degree programs and vocational or technical diploma programs. Full-time participation for all or part of the year in a degree or diploma program was not counted as an adult education activity. |
| Source:
U.S.
Department of Education's National
Center for Education Statistics, Adult Education
Survey of the 1999 and 2005 National Household Education
Surveys (NHES) program and Adult Education and Lifelong
Learning Survey of the 2001 NHES |
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