Describes a systematic approach to training needs identification that is directly tied to changing organizational events and performance requirements. The discussion includes nine questions which address performance expectations. (JJD)

This paper examines young workers' beginning engagement in learning through work, placing it in the context of Australian policy on entry-level training. Eleven young people were followed through their first year of full-time work and the significant adults involved in their working and learning lives were also interviewed. The study demonstrates…

Tendencies in the development of foreign language teaching within industrial plants are sketched. Five causes that have led to the establishment by German industrial firms of their own private, internal foreign language instruction are discussed. The aims and methods of the instruction are described. (Text is in German.) (IFS/WGA)

A private agency, Flanner House of Indianapolis, combined efforts with the Federal government, the Indiana State Employment Service, and private industry to provide upward job mobility for undereducated individuals who are either unemployed or underemployed. The project was designed to show that: (1) Private industry is willing to finance an…

The Training Incentive Payments Program (TIPP) is an experimental and demonstration project designed to explore the feasibility of using financial incentives to stimulate more effective upgrading of the skills and earnings of low income workers in the private sector. Self administration is stressed, with incentive payments to employers based on…

This program initiated by Nalco Chemical, a major supplier of chemicals for boiler feedwater treatment, uses texts, audiovisual aids, and hands-on experience and is designed to boost the efficiency of boiler operators. (BB)

Explores the nature of some important technological changes occurring in the factory, as well as their impact on supervisor and worker roles, skills, and relationships. Discusses changes in production systems and technology, resulting changes on the plant floor, the need for retraining in the plants, and implications for employee skill…

Describes characteristic literacy problems of the U.S. workforce and reports on industry's efforts to close the gap between the skills brought to the job and those required on the job. (HOD)

Stating that the trainer's ultimate goal is to help trainees make beneficial behavior changes on the job, the author presents models for trainers to use in teaching communication-skill formulas. She discusses three areas necessary for the successful application of communication skills: knowledge, practice, and valuing. (MF)

The article describes video receivers and monitors and shows how they can be used in business and industrial training departments to tape network or packaged television programs for employee skills training, motivational programs, or entertainment. Some sources of this equipment are listed. (MF)

Describes the locus of learning concept formulated by the German Education Council in the 1970s. Argues that research on the place of learning is one of the core topics of research on vocational education. Explores concept of learning at work. Points out desiderata and perspectives on research on learning places. (CAJ)

Employees of four manufacturing plants who were at risk because of high blood pressure, obesity, or smoking were periodically contacted by wellness counselors. Over a three-year period, seven strategies for behavior change were used. High blood pressure clients were most likely to begin risk reduction actions. Frequency of followup showed positive…

The design and implementation of Pennsylvania State University's training program in research administration is described. The program combines existing, commercially available computer training modules with in-house expertise to provide affordable training to support staff involved in grant and contract administration. (Author/MSE)

A system labeled FORCE (Formulation of Relevant Creative Environments) solved one large company's problems of developing potential creativity, cohesiveness, and increased work productivity within the organization. (MW)