Young adults' individual needs often differ from those of their peers in both minor and significant ways, and no single workforce training program model will meet the needs of all participants. While the workforce training system can best meet young people's various employment training needs through a vibrant network of partners and services, many…

The majority of youth and young adults in the United States who are out of work are youth of color. To better reach and support all participants, many workforce development programs are increasingly embedding a racial and ethnic equity and inclusion (REEI) approach into job skills training initiatives. Launched by the Annie E. Casey Foundation in…

This book contains a compilation of papers presented at the International Conference on Education and New Developments (END 2018), organized by the World Institute for Advanced Research and Science (WIARS). Education, in our contemporary world, is a right since we are born. Every experience has a formative effect on the constitution of the human…

A survey of 261 Irish human resource development (HRD) professionals indicates that some HRD responsibilities have devolved to line managers, but less than in other countries. Most conduct systematic needs analysis (especially larger, private sector firms) and rely on informal evaluation mechanisms. (SK)

The job training system needs to emphasize the basic and functional skills; it needs competency standards and certifications; advanced training should be vouchered; individuals should be tracked over time; and staff development is critical. (JOW)

Human resource development (HRD) and productivity are allies; they are synergistic. Productivity can be defined as an increase of output with no increase in input. An increase in productivity can be accomplished in the workplace through speed-up or capital investment. When productivity improvements are introduced, the philosophy of the…

Human resources, together with physical and financial resources, are the three most important means of success available to the manager of an organization. The human resource is the most crucial element for achieving productivity, but it is also the most difficult to manipulate. Alienation in the workplace is one cause of low productivity. Factors…

Course evaluation data can be a meaningful resource to improve the human resource development (HRD) practitioner's decision making. Recommended properties of an effective evaluation form are separation of the overall evaluation from the evaluation of specific aspects; a one-to-nine rating scale; strong, explicit verbal anchors on the rating scale;…

Designed to help those who develop and implement formal mentoring programs find relevant information, this publication summarizes 80 books and articles selected from the practical and academic literature. Section 1 is an annotated bibliography of the 80 works representative of the available published literature on formal mentoring programs within…

Characteristics of education and training provided by corporations, and the role of corporations as providers of education and as collaborators, competitors, and supporters of traditional institutions are examined. In addition, the history of corporate-based education and training is traced, and internal and external factors that determine what…

The validity of the Training Benefit Forecasting Method (TBFM) was studied in a Grammar and Punctuation Program conducted at Onan Corporation. The target population was composed of 10 workers who handled the document production in the organization's word processing center. Based on information gathered from the course instructor, participants, and…

The Manufacturers' Alliance for Productivity and Innovation surveyed the members of its two Human Resources Councils to obtain feedback on the training employers provide their employees. The survey inquired about features of company training initiatives, special training programs that arose from a specific training need that had been instituted,…

A study was undertaken to describe how changes in the network of transactions that occur between manufacturers and suppliers have affected the scope and nature of training and related human resource practices within supplier firms. Data came from the published literature, expert opinion, and a phone survey of 15 individuals ranging from…

A study examined training and staff development initiatives in Australian industrial and commercial organizations. It was carried out using a questionnaire and structured interview technique with 24 organizations. Larger organizations had their own facilities and trained in-house whereas smaller organizations made more use of Technical and Further…

Some of the few U.S. studies on the link between training and productivity have used a subjective measure of productivity or a measure of the productivity of the most recently hired worker relative to a fully trained worker, rather than output, labor productivity, total factor productivity, or value-added measures. Administered by the U.S. Bureau…