Case studies of four Australian apprentices and four trainees illustrate the following: their growing appreciation for the value of off-the-job training; preference for face-to-face training; centrality of relationships with off-the-job trainers; the implicit contract of expectations of the parties to the training contract; and dissatisfaction…

Describes a centralized and standardized training program developed by the Department of Veterans Affairs to train newly hired claims examiners. Topics addressed include site selection; technology used in training; curricula development; training the trainers; and trainee reactions. (LRW)

While much is known about the economics of training in the developed world, studies of issues associated with training in less-developed countries are rarely found. Based on a survey conducted in China, the present study attempts to fill this gap. Job characteristics and firm background were found to play key roles in determining training…

This article describes a training program to increase supervisory skills in manpower agencies. Supervisors taking part in this program were employed by a state manpower agency in Maryland and trainers were university faculty in rehabilitation counselor education. Participants' reactions ranged from satisfaction to resentment at the selection…

Reports on the problem of adult functional illiteracy in the workplace and discusses how some companies and business-sponsored organizations are dealing with this problem. Describes Polaroid Corporation's in-house literacy training program in detail. (CH)

Describes a program organizing curriculum in modules to train skilled workers in the United Kingdom. (BH)

A trainer specializing in producing media packages for sales training tells what they are, how to use them, and how to put them together. (Author)

THE OFF-THE-JOB TRAINING INSTRUCTOR MUST KNOW THE SKILL HE WILL TEACH, HAVE BROAD EARLY TRAINING, AND POSSESS SUCH PERSONAL QUALITIES AS SELF-RELIANCE, CONFIDENCE, AND THE ABILITY TO GET ALONG WITH OTHERS. THE MINISTRY OF LABOUR TRAINS INSTRUCTORS THROUGH THE JOB INSTRUCTION PROGRAM IN THE TRAINING WITHIN INDUSTRY SCHEME, WHICH DEVELOPS…

Explores the nature of the differences between end-of-training behavior and job behavior, the means by which end-of-training behavior is produced, and ways to minimize problems with the transfer of learning from off site training programs to the job. (Author/LLS)

Proposes definitions for on- and off-the-job assessment. Presents a model for education and assessment in the workplace that includes (1) development of knowledge, skills, and abilities; (2) performance in simulated or practice situations; and (3) competence in occupational practice. Considers when to choose on- or off-the-job assessment. (SK)

Early monitoring of potential dropouts by achievement testing tends to encourage more school leaving. Although noncompleters are directed to vocational training, the certification process tends to defeat its practical aims. The entire culture of school needs to be changed and academic elitism diminished. (Contains 24 references.) (SK)

Developers of a seven-day training course for British housing repair clerks offered at Tottenham College of Technology (London, England) reached the following conclusions: (1) such courses should be run "in house" for a particular employer, because job content varies widely; (2) the communications and technical activities in the course…

Focusing on the increased use by trainers of off-site facilities for employee training meetings, this article looks at some improvements and the expanding market in the meeting site industry. It also highlights emerging trends in the industry and covers the growth of meeting planning into a profession. (EM)

The author discusses the increase in companies that offer outdoor development training to training departments. He offers advice on how to choose the best program for one's employees. (CH)