The idea of preretirement planning programs in the public and private sector in Canada is beginning to take hold. A discussion of organizational setting, programs within organizations, and benefits to participants is presented. (JOW)

Reviews options for training first-time computer users and discusses the pros and cons of three basic training approaches--vendor classroom, in-house, and self-paced training. (JOW)

Discusses the importance of employer-sponsored training programs as a way of improving productivity both on a cost-benefit basis and through meaningful employee personal growth. (JOW)

Discusses a current paradox in the field of vocational training, i.e., that at a time when technological change is making increased demands on the quality of vocational training, the quality of in-company training is generally deteriorating. Examines the paradox with particular reference to trainers. (NRJ)

Notes the growth of preretirement programs as an employment benefit and describes a variety of programs provided by different types of companies. (SK)

The person responsible for skills training in an industrial company has a greater role to play than simply linking hardware and people. The training department should also contribute to the organization's productivity. (SK)

Essential to any career planning program within an organization are the following elements: (1) goal setting; (2) career path time schedule; (3) transitions, or changes necessary to implementation of the plan; and (4) predicted and actual outcomes. (SK)

Describes two programs used by the Ford Motor Company to train manufacturing skilled trades personnel. Programmable Controller Maintenance Training Program for Industrial Technicians and Troubleshooting Strategy Program use simulation and provide improved task performance after training. (JOW)

The German apprenticeship system results in a high proportion of skilled personnel and, therefore, is a major factor in Germany's productivity achievement and competitiveness. It also provides a smooth transition from school to work, low unemployment, and integration of school leavers into the apprenticeship system. (JOW)

As more and more organizations are utilizing media such as videotape, electronic mail, computer-based training, and video-conferencing, the role of the media professional becomes more crucial. The responsible media communicator must be cognizant of the ethical concerns of the consultant and adapt these to the special needs of the client and the…

Describes a program to screen out job applicants who lack the basic math skills needed to work in an aircraft manufacturing plant. Also describes the inplant program for employees. (JOW)

Identifies the basic skills needed by workers to function in today's high technology workplace. Examines ways of training employees in learning and communication skills, adaptability, personal management, group effectiveness, and organizational leadership. Describes the eight-step training approach used by Mazda Motor Manufacturing Corporation.…

A study questioned 12 human resource personnel, corporation managers, and diversity trainers about their perceptions of diversity training needs in Pacific Northwest high tech organizations. The overarching research questions for the study were as follows: (1) What are the most frequently reported diversity training needs among human resource…

The role of the corporate white collar worker is changing to become more complex and technically oriented. As the white collar work force is becoming more educated and accepting the idea of lifelong learning as the key to personal and job growth, the corporate community is recognizing the fact. Corporations are beginning to revise their approach…

Two questions are answered in regard to the Andragogical Management-by-Objectives (AMBO) model in adult education within industry that focuses on the individual and is process-centered. The first question introduces and presents a justification for AMBO. Its philosophical foundations are described, and supporting learning theory arising from the…