This book, which is written from the perspective of a practicing human resources manager, presents 17 case studies illustrating how technology is driving a new training paradigm. The case studies support 21 propositions regarding training in the e- learning (electronic learning) revolution, including the following:(1) the Internet changes everything, including training; (2) the drivers of Internet activity are business and commercial, and they will shape and foreshadow developments in training; (3) training will move from events to interventions; (4) the distinction between learning and training is of value and should be maintained; (5) the distinctions among knowledge management, performance management, and training will blur; (6) a new paradigm based on learner-centered interventions and drawing on business, learning, and traditional training models will emerge; (7) training managers should identify the appropriate wins in their organizations rather than let the availability of technology determine their agenda; (8) e-learning will be most effective for acquisition of knowledge and least effective where interpersonal interaction is needed for learning; (9) e-learning will be most effective as part of a systematic approach involving classroom and experiential learning with appropriate support; and (10) social integration is emerging as a key political issue. Sixteen tables/figures and 32 focus points are included along with 89 chapter endnotes. (MN)