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)

Describes a course developed for the six supervisors of a Scarborough factory who have Italian as their first language. Course objectives include competent communication with native English speakers at the management level, ease of self-expression in meetings, and clarity of communication of hourly workers of other language groups. (EJS)

Training problems can be eased by classifying the work force into sectors and making plans to suit each group. Sectors treated in the article include: managers and supervisors, industrial relations specialists, employee representatives, and apprentices and young employees. (MW)

Examines the many benefits to be gained from in-company training courses, which the training manager should consider carefully before deciding to send staff away to external courses. (Editor)

Reviews research on structured on-the-job training (SOJT) and summarizes the results of a study of training and development professionals that investigated SOJT practices in their organizations. In-house classroom training on how to conduct SOJT is discussed, and how employees learn to train others when classroom training is not offered is…

This paper furthers earlier research by Evans, Holter, and Stern on factors influencing the choice of training techniques. Case studies from some 20 organizations are used to assess the validity of the hypothesis of Evans et al. The case studies confirm the usefulness of the Evans hypotheses concerning factors influencing choice among training…

Corporations have become a significant part of the nation's educational system, the author states, and regard their education and training activities as necessary business functions. Employer-sponsored education, both in-house and at outside institutions, trains new employees, but most programs are for upgrading present personnel. (MF)

Job Instruction Training (JIT) is a step-by-step, relatively simple technique used to train employees on the job. It is especially suitable for teaching manual skills or procedures; the trainer is usually an employee's supervisor but can be a co-worker. The JIT technique consists of a series of steps that a supervisor or other instructor follows…

Economic, social, and technological changes highlight the value of human resources and employee training. Acquiring the knowledge and skills demanded of today's workers represents a lifelong learning experience that must be nurtured through work-related learning activities and workplace training. For the employer, training supports organizational…

This fact sheet identifies some of the basic premises of employer-sponsored training and reviews two studies that surveyed the quantity of occupational training in industry. Highlights and statistics from a 1977 study by Seymour Lusterman entitled "Education in Industry," and a 1975 study by the Bureau of Labor Statistics entitled…

Although it was generally recognized that the acquisition of productive skills occurred mainly in private industry, either through formal company training programs or simply through "learning by doing," very little specific information about such training was available. This study of the inplant training procedures of one company was…

In fall 1992, the League for Innovation in the Community College conducted a survey of 1,042 community colleges to determine the extent and nature of their involvement in workforce training programs, the types of companies served, funding mechanisms, and perceived obstacles to providing effective training. Study findings, based on a 73.2% response…

Correlates of employer-provided training while in the most recent full-time job held were explored. Respondents were nearly 10,000 members of the 1980 high school seniors cohort of the High School and Beyond survey data set. Two types of forces expected to influence participation in employer-provided training were distinguished: incentive and…

A curriculum development project began with a market survey to investigate the demand for training in quality assurance (QA). The project objective was to develop a final study program that would cater to a broad range of employees, from operative to senior management; enable employees to appreciate their potential role within a QA system; and…