Describes the elements of a successful employee training programme. Explains the distinction between training and education, along with a discussion of why “soft skills” training initiatives are less effective than skills‐based approaches. Discusses the critical role of the training manager in implementing a training programme, as well as important considerations when developing a strategic training plan. Finally, describes several key factors which determine how employee training programmes can best support company profitability.

Many companies have adopted self-directed work teams as a way to empower their employees and thus enhance both productivity and quality. Many of these same companies, however, have experienced a myriad difficulties and problems in attempting to implement a team programme. Explains how to determine if your company could benefit from using a team management approach, as well as how best to "set the stage" for an empowerment programme such as teams. Includes useful strategies for implementing teams, a discussion of the critical role of management, how long the transition can be expected to take, how to deal with issues of accountability, and the importance of initial and ongoing training. Addresses the concept of team efficacy in the context of why teams are successful at some companies and disastrous at others.

Colleges and universities are becoming more involved in providing training to companies in their regional service areas. Faculty who are proficient in a traditional classroom, however, do not always excel as corporate trainers. Instructional strategies that are inherently effective in academe seldom yield comparable results in an industrial setting. Employee training programmes generally demand a more applications-oriented approach and tend to focus succinctly on immediate outcomes. Furthermore, training initiatives often encounter considerable resistance from session participants. This can precipitate serious difficulties for professors who are accustomed to maintaining absolute control via the grading process. Corporate trainees want to know precisely how the information presented will assist them in the performance of their current job responsibilities or how it will help prepare them for future assignments. This paper explains how faculty members can adapt their academic teaching styles to meet the unique needs of company employees. Included in the discussion are explicit recommendations for preparing for a specific training assignment, developing a customized training plan, dealing with critical logistical considerations, and ultimately facilitating a successful training experience. Several problems that can occur are also described along with suggestions for resolving them as efficiently as possible. Finally, the importance of following-up after the training has been completed is addressed.

Training which is available through higher education, when carefully planned and systematically implemented, can help companies remain competitive in today's highly volatile global marketplace. In order to meet the training needs of companies more effectively within their service area, many US colleges and universities have established Centers for Training and Development. The Center typically draws upon the expertise of faculty to provide business and industry with intensive training programmes in a variety of areas relevant to their operations. Training provided by the Center includes both short-term, customized instruction on a specific topic as well as long-term, comprehensive programmes which cover a variety of areas related to the manufacturing process. While the Center offers tremendous benefits for both business and academe, it can also precipitate significant challenges. This article discusses the advantages and disadvantages associated with establishing a Center for Training and Development. Included are various public relations concerns, key faculty/trainer considerations including selection procedures and issues related to time and money, and the cultural differences that exist between the corporate sector and higher education. Recommendations are presented for maximizing the effectiveness of the Center for both the institution and the companies it serves.