In the face of changing economic conditions and shifts in skill requirements caused by technology, American corporations must integrate learning as an integral part of their functioning. Businesses must implement learning-intensive production, speed up the process of learning how to improve training, and learn how to assess the results of training. Learning-intensive production can be encouraged by extending systematic training to all classes of workers and by rethinking human resources policy to encourage and support learning. The following critical mistakes in traditional education and training should be avoided: (1) skills are taught in progressively more difficult steps; (2) a skill is broken down into separately practiced subskills; (3) learners are treated like blank slates; (4) skills are taught in isolation; (5) knowledge, skills, and their application are separated; and (6) knowledge and skills are taught in a classroom setting unlike settings at work or in real life. Apprenticeship programs may be the most effective method of training, if they include the following components: (1) focus on the conditions of application of the knowledge and skills being learned; (2) take into account the learner's original ideas, stage discrepant or confirming experiences to stimulate questions, and encourage the generation of a range of responses with the opportunity to apply these in various situations; and (3) emphasize learning in context. Assessment should focus on authentic learning outcome measures based on demonstration and performance of competence. (FMW)