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Reports on the production of integrated circuits ‐ a cyclical process consisting of a large number of operations, the results of which are measured, where possible ‐ in a large, Dutch IC factory. The measurements are analysed by the process and equipment engineers using DATA, a statistical analysis system. This process analysis is intended for the analysis of process problems and for monitoring and optimizing the production process. The automation section, which is responsible for DATA, had stated that DATA was not being used optimally and that too few of the engineers were using it. The management had the impression that DATA should be more intensively used in order to meet the ever‐increasing requirements which the clients put on process control. Seeks to determine the causes of the problem, how the problem could be classified, and whether there was a need for training. On the basis of needs analysis, concludes that the situation involved a performance problem for which a solution had to be found. The needs analysis has also led to a clear description of the need for training among the target group. Reports that, subsequently, on the basis of these results a training programme was developed and implemented. Concludes with an evaluation of the impact of this training programme on the use of the DATA system.

Discusses the concept of “integrating management” with respect to the development of a new approach to training in the Dutch Department of Public Works; tertiary technical education is no longer enough as training for managers facing interdisciplinary problems, as the Department changes from a functional to a product organization. Describes the present and future altered organizational structures. Describes how job and training profiles were developed from the literature, analysis of data about the target population and their training needs, collected by interview and questionnaire, and a crucial two‐day workshop to test the validity of the results and to draw up the profiles.

In the last ten years the computer‐based training (CBT) market has grown tremendously and the quality of the programmes has improved. Sound and vision have been added and educational technology has improved the design and structure. Nowadays keywords are just‐in‐time learning and learning by doing. For these CBT has had to be revised and integrated into the workplace. One way to integrate learning in the workplace is by using electronic performance support systems (EPSSs). EPSSs support workers with information, advice and training while they are doing their job. Reports the effectiveness of EPSSs. Evaluates some of the expected advantages of EPSSs, such as the increase in productivity and improved learning with insurance agents using laptop computers. Presents theoretical statements, research design and hypotheses. Relates the conclusion to the improvement in productivity and learner results.

Investigates the effectiveness of on‐the‐job training (OJT). Presents a definition of OJT used for this research project which involved two studies: the first in the call centres of a large company, and the second in post offices. Gives the results of the study which indicate the OJT programs were only partially successful in realising training goals. Indicates that self‐efficacy, prior experience with tasks, managerial support and workload were the most powerful predictors for training effectiveness. Concludes that the evidence suggests that OJT is not entirely an effective training method although more research is needed in this area.

Workplace learning and HRD are considered legitimate topics for study and investigation alongside organisational strategies and practices. Considers key themes in the workplace earning literature in addition to its relationship with HRD. Identifies a paradigm shift from formalised, intermittent and discontinuous learning to increasingly informal, experiential, asynchronous and real‐time situated learning. Highlights three contemporary themes in both the workplace learning and HRD literatures, namely: knowledge, expertise, competence and capability; organisational learning; and employability and career issues.

Despite the burgeoning interest in corporate universities (CUs), their pragmatic application and ongoing evolution present challenges. This study aims to analyze the South Korean CU landscape from a balanced perspective to draw implications for the sustainable development of CUs.

The study uses a case study method to systematically explore CUs in South Korea by reviewing the South Korean government reports on CUs. The cases of CUs are analyzed based on the holistic model of CUs, which functions as an analytical framework.

By analyzing four groups of CUs, namely, in-house colleges, corporation colleges, technical colleges and in-house college-type lifelong educational establishments, implemented in South Korea, this study draws implications for the sustainable development of CUs, using the holistic CU model.

By analyzing cases of CUs from a new perspective, this study contributes to expand knowledge on CUs and suggests implications for organizations aiming to establish and sustain their own CUs tailored to their specific needs. Furthermore, this paper delves into the support necessary for the successful implementation and sustainable development of CUs, spanning organizational/team, national and individual levels.