TO USE PROGRAMED INSTRUCTION IN INDUSTRIAL TRAINING, (1) TRAINING NEEDS MUST BE CLEARLY IDENTIFIED AND PRECISELY STATED, (2) THE LEARNER SHOULD BE ACTIVELY INVOLVED IN LEARNING, (3) THE UNITS OF INFORMATION SHOULD BE SMALL ENOUGH TO BE READILY ASSIMILATED BY THE LEARNER, (4) INSTRUCTION SHOULD NORMALLY BE SELF-PACED OR MATCHED TO THE LEARNER'S…

This manual is intended to provide guidelines for firms in the precast concrete industry in planning their training programs particularly with reference to new entrants into the industry. Details for preparing training syllabuses for various job specifications are given--mould makers in timber, steel, and glass fiber; makers; finishers; site…

Discusses training needs at organizational level, occupational level and individual level. Includes tables, charts, data and cases. (Editor/RB)

As the British business community becomes increasingly internationalized, it should show more interest in language-related matters. After a review of the literature, this paper reports on a study of the 100 largest British industrial companies. The conclusions are as follows: (1) a wide variety of British employees are involved in international…

A survey of 79 British union representatives found that two-thirds approved of job evaluation as a method of determining pay structure. Also explored were labor disputes resulting from job evaluation and the impact of evaluation on collective bargaining, pay differentials, job performance, and career development. (SK)

The paper deals with job analysis for the preparation of job training programs. The analytical approach involves five steps: enlisting support, examining the job, describing the job, analyzing training requirements, and planning the programs. Appendixes include methods of producing training schemes--the simple job breakdown, straightforward…

This report is based on research findings indicating that many British colleges of further education have widely disparate salaries for professional staff members. Often salaries bear no relation to complexity of work performed. In addition, equal employment opportunity laws requiring equal pay for similar work may not be followed. A job…

In this introductory work, the main principles on which British companies are basing management development programs are presented, and stages in assuring a supply of effective managerial talent are set forth: stages in assuring a supply of effective managerial t"lent are set forth: program planning based on clear objectives and…

Jobs should be perceived in terms of their roles in achieving organizational objectives. As those objectives shift, jobs should be redefined. Job performance evaluations should focus on results rather than on activities. Job planning should involve both the organization and the individual job holder. Appendixes cover head teachers' job…

Results of testing job perceptions and vocational interests point out similarities and differences between British Careers Officers and American rehabilitation counselors. Included are comparisons on: 1) job perception; 2) primary tasks; 3) ideal job tasks; 4) job satisfaction; 5) role conflict; 6) psychometric data; and 7) vocational interests.…

A working party of the Engineering Employees' Federation in the Lancashire and Cheshire region in England met to consider management training and development, to examine the arrangements for management training and development in large companies, and to make recommendations to small and medium sized ones. Data collected from companies through a…

High school deputy headteachers (DHs) in an authority, employing four per school, were surveyed on the value of job descriptions in differentiating responsibilities among deputies, and the extent of role conflict. The DHs' changing role after comprehensive reorganization is examined in relation to Burham's view of dual-leadership. (Author/SJL)

This document outlines the need for manpower training and discusses the components of adequate training as provided by the Industrial Training Act of March, 1964, in order to set guidelines and standards for industries involved in the training revolution in England. Besides training and what it entails, the document presents the philosophy of…

A study of the selection of supervisors and of their formal training in Great Britain shows that lack of reliable methods to measure job performance causes difficulty in developing training programs. Qualities of the successful supervisor must be identified; this involves measuring knowledge in areas of technology, wage and production systems, as…

This booklet sets out the recommendations for the training of clerks in firms within the scope of the Engineering Industry Training Board and is written for the use of managers, training officers and clerical supervisors. Recommendations are primarily for new entrants to clerical jobs. They cover the areas of: induction; basic training--including…