Work-integrated learning (WIL) is widely used to connect students with the world of work and authentic industry practices. WIL research and practice is primarily focused on the benefits to students and universities, whilst the value of WIL to partner organisations remains relatively underexplored. This study takes an industry, government and…

Building upon existing experiential learning processes, this paper presents an extended experimental learning framework for creating Corporate Engagement Programs (CEPs). The research answers the AACSB call for "engagement programs" which leverage passive and active pedagogies to connect in-class-lessons to engagement activities with…

When an employer sees on a resume that an applicant graduated at the top of his or her business school class, does that necessarily translate into guaranteed success behind the desk at the company? A business school background can't hurt, but most organizations know it is far from enough. With more individuals touting business school degrees on…

Operating a financial investment company in an unstable economy is not easy. But the right training at Vanguard ensures satisfied customers. The company made an investment of its own in learning and development that paid off big in 2009. The learning offerings, both innovative and efficient, keep its workers updated on strategies that bring…

This paper is a review of literature on employer engagement with vocational education and training (VET). The main conclusion is that the major form of engagement is through the competency-based training system, which is manifested through training packages. Another way employers are encouraged to engage with VET is through competition amongst…

Educators should make learning more work related and companies should make work more learning related. A five-phase system for managing educational change includes (1) unstructured education; (2) inventory of education programs and costs; (3) planning, measurement, and organization; (4) implementation of structured education; and (5) refining…

Presents guidelines for experienced educators who want to enter the field of corporate education. Discusses (1) assessment of training and development competence, (2) acquisition of training experience, (3) pursuit of competency-based education or training, and (4) utilization of a broad range of training resources for continuing career…

Continuing education is exposed to global market forces in that it must relate to changing global workforce structures and demands and is itself a marketable commodity. This allows no simple comparisons between nations or occupations. Preliminary framework for comparative analysis of continuing education encompasses clientele, qualifications,…

Purpose: This paper seeks to problematize common assumptions in the existing workplace learning literature, to the effect that college-based and workplace learning are inherently different. Design/methodology/approach: The paper is based on empirical data from four different research projects, two focusing on the workplace and two on college. The…

Education and adult life/work are concurrent, not consecutive. To address this new paradigm, Work Keys provide a common language for education and business to prepare people for education and employment transitions. Work Keys components are job profiling, skills assessments, and targets for instruction. (SK)

Reviews three applications of distance learning available to Johnson & Johnson employees. The Learning Council, a corporate interdivisional enterprise, uses distance learning to meet the learning needs of all divisions of ETHICON Endo-Surgery (EES), a Johnson & Johnson Company. Lists considerations for other organizations interested in…

Presents the highlights of the most comprehensive survey of training ever published, the American Society for Training and Development's two-year study on work-related training in the United States. Research reveals who gets trained, who does the training, and how much training takes place in different industries. (Author)

A survey of more than 3,000 Japanese corporations received 540 replies indicating that the basic division of roles of formal education and in-house training has not changed. Emphasis on in-company training will continue, and employers' expectations of formal education still focus on basic skills and character building. (SK)

Teachers at Irvington High School in Fremont, California are looking for meaningful and relevant connections between what students are learning in the classroom and the job skills companies are looking for in the years to come. For Irvington, a Bay Area public high school serving about 2,000 students, that pursuit of a "logical link" led…

Considerable growth in continuing training in France is due to government and employer policies. People entering training on their own initiative are a declining minority. Obstacles to lifelong education include changing work conditions, training supply, and weakening links between training and career progress or stable employment. (SK)