Before World Wide Technology joined NMAU Business Lending Library, they provided employees with external computer classroom training that related directly to their job and CBT courses that they'd purchased on their own. Their technology vendors, Cisco and Sun Microsystems, provide them with training specific to their products. They also use AAIM The Management Association, a local employers association, for their leadership and sales training. WWT found that the expense of classroom training and maintaining a full-time training staff limited their ability to meet all of their training needs. For their situation, they felt it made more sense to invest in outside training resources. Read the entire case study...

Prior to joining the Lending Library, employee training at AFSI was limited to monthly safety discussions and employees occasionally attending off-site seminars or going to the local community college. Because they run a three-shift facility, they felt that video training was the best possible approach for the bulk of their training but quickly became frustrated with the cost of purchasing training programs and the speed with which the programs became outdated. Based on their budget, they could only purchase two or three video programs annually but really needed more than what just three training videos could provide for a staff of over 100 employees. Read the entire case study...

Before joining the Lending Library and MILTON, MIL's training consisted of specialized courses designed at the request of customers to address a specific need. They also participated in a Maryland state sponsored program and offered tuition reimbursement. MIL felt that training opportunities needed to be expanded so that more employees could benefit. They also determined, based on an internal study, that only 8 percent of their workforce was participating in training of some kind - which, albeit above the national average of 5 percent, was below MIL management's expectations. Read the entire case study...

Before joining our video, CD-ROM and DVD Lending Library, department managers at the Center were responsible for delivering classroom-based training. Their Safety Personnel Specialist, in particular, spent twenty to twenty-five hours in the classroom each month. In addition, he spent several hours preparing for his classes. Because of the time he spent preparing to teach and the classroom time, he was having trouble managing all of his duties. As with many of his peers in small organizations, training was just one of his many hats. He needed to find a flexible plan where he could spend less time in the classroom yet still address the Center's safety training needs. Read the entire case study...