Although progress has been made in solving problems faced by nontraditional workers, much remains to be done. Negative attitudes, lack of information about possible positions, and lack of training are all obstacles encountered in nontraditional occupations. (SK)

More employees are choosing to work part time. Although this trend started because of working women, some men are choosing part-time positions. Part-time employees forfeit salary and promotion potential, yet most feel the trade is fair and that they are more productive during their working hours. (CH)

Reform of the Spanish vocational-training system under 1990 legislation has created a flexible, responsive initial training subsystem. The continuing-training subsystem has only begun to operate and may be hindered by employer suspicion of certification. (SK)

Refutes seven myths that keep employers from welcoming disabled persons into the workplace. Myths include higher turnover, lower productivity, greater safety risk, higher cost, more demanding, embarrassment, and incompatibility. Makes recommendations for managers. (CH)

Changes in the trade union education system in the United Kingdom include a hardening of the attitudes of employers and the state, a reemergence of political education, and increased demand for paid educational leave. (SK)

Considers factors important in writing effective application letters including appearance, organization, attitude, style, and tone. Effective and noneffective approaches are illustrated. (RC)

Summarizes round table discussions of various issues in staffing recruitment. The major issues covered here include technology, diversity programs, college relations, and recruitment programs. Other concerns on staffing agendas, such as salary compression, just-in-time hiring, and enhancing corporate image, are also addressed. (RJM)

Five categories of common quality circles problems are identified to help firms anticipate difficulties and avert circle failures. These categories include encountered internal problems, encountered external problems, created internal problems, created external problems, and interface problems. Solutions are suggested. (CT)

Described is a study of the technical manpower spectrum. Particularly examined is the information collected from industry concerning how technically-trained people are used. Data on training appropriateness for particular job requirements are also examined. Conclusions are intended to assist educational institutions in formulating policy to better…

Shows that attributions about the causes of another person's behavior are only moderately good predictors of behavior. Reviews a particular area, showing the effects of a leader's attributions about a subordinate's behavior on the leader's actions towards that subordinate. Other factors are as important in predicting behavior as attributions.…

The Ohio Skill Gap Initiative was conducted to determine the following: (1) what foundational skills--and skill levels--do entry-level employees need to succeed in today's workplace and (2) whether the students graduating from Ohio's public schools possess the foundational skills that will permit them to acquire the knowledge and…

Provides a systematic framework for use in examining selection practices and issues in selecting school counselors. (Author)

Presented is a sample of opinions gathered in a phone survey of cooperative education employers. Questions included: What do cooperative education employers think about vocational education? Is it good for business to have high school students working alongside full-time employees? What kind of jobs are co-op students hired to do? (CT)

This report discusses the job development and job placement in vocational rehabilitation programs for individuals with psychiatric disabilities. An introduction reviews the job placement problems of individuals with mental illness and the different views of the mental health workers' role as advocates. Further topics address: (1) the three…

The author appraises the training policies of French enterprises in light of the experiences of neighboring countries and from two complementary points of view: (1) the need of the enterprise for trained personnel and (2) its major role in providing training. (CH)