The author discusses the true cost of training and offers a "ten percent rule" for estimating the figures, which most organizations and their training functions have not wanted to know, because the costs are so high they exceed the measurable benefits in dollars and the training produces. (Author/AJ)

To decide between job aids and instruction, it is essential to analyze desired mastery performance: its inputs, outputs, criteria, and underlying skills and knowledge. A decision table is included. (Author/STS)

Describes the three major types of training programs funded under CETA (Comprehensive Employment and Training Act) in Wisconsin and discusses recent trends in CETA program funding and administration, focusing on functions of the Prime Sponsors, particularly as they operate in Wisconsin. (BM)

This publication summarizes research that shows that it would be a serious economic error to favor investment in machines, financial capital, and extracted resources over investments in the education and training of people. The discussion begins by explaining the relationship between job-related learning, individual opportunity, and the…

To examine the contributions of specific kinds of occupational training to the productivity of workers with different levels of formal schooling, interviews were used to collect data on general education, trade training, work experience, environmental characteristics, and general ability from 598 turners, millers, and grinders in two factories in…

This pilot research project analyzes the role related classroom instruction plays in training journeymen in three Boston area trades-machinist, electrician, and operating engineer. Information was gathered from apprentices, journeymen, apprentice coordinators, and others by means of personal interviews and/or mail questionnaires. The data were…

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…

This manual is designed for trainers of social service aides in New Careers training programs. In these programs, (1) persons from disadvantaged backgrounds are prepared through on-the-job training and other methods for entry-level positions in human service agencies; (2) employing agencies are motivated to make corresponding changes in their…

In this presentation, Craig D. Musick, director of training for the Graniteville Company in South Carolina and president of the American Society for Training and Development (ASTD), focuses on how research can contribute to a better understanding of the vocational training process. He states that only by working together with the schools can…

The problem of moving workers from one community to another is not a new topic, but it is a little studied one. Much research has been done on the demographic characteristics of migrants, but there are very few studies of the sociopsychological characteristics of migration. In this study, the importance placed by the relocated individual on…

In an effort to promote economic development in the Long Island City (New York) area, a study was conducted of the training and human resource needs of local manufacturing firms and the demographic characteristics of the local labor force. Specifically, the study sought to examine company needs, highlight programs available to address those needs,…

The impact of certain types of training on labor productivity or performance in different settings was assessed. In the manufacturing sector, it was found that the extent of in-house, employer-sponsored, job-related training has a positive relationship with output per labor hour. The extent of this type of training received out-of-house did not…

A design to provide core-skill training to enable 500 nonprofessionals to assume entry-level civil service positions in police, health and welfare, inspections, and housing and relocation work involves three phases. In the first phase, to last four weeks, trainees learn basic job skills through such methods as role playing and job simulation and…

A demonstration program, administered by a community based building maintenance, management, and construction corporation, was developed to provide technical training for minority adults in construction, building maintenance, and property management in the Chicago area. The program was concerned with seeking solutions to the lack of housing, job…

Employer-sponsored, job-related training as a means of satisfying labor demands has potentially profound implications for the operation of the nation's economic system. The alternatives of bidding for desired workers and downgrading job requirements tend to increase inflation and lessen productivity. Since the end of the 1960's, the ability of…