Dissatisfaction with worker preparation has caused some larger private sector organizations to provide technical and vocational education and training. Smaller businesses need the support of a comprehensive national policy that integrates public and private initiatives for human resource development. (SK)

Discussion of human resource development (HRD) focuses on an exploratory study that attempted to identify key predictors of motivation to learn during training and motivation to transfer learning back to the workplace, as well as examine the relationship between the two variables. Presents conceptual frameworks for training transfer. (Author/LRW)

The purpose of human resource development (HRD) should be to improve individual performance so that it contributes directly to organizational performance goals. Performance-focused HRD has no room for blind application of interventions or poorly conceived programs. (SK)

A holistic approach to individual development within the context of a learning organization produces well-informed, knowledgeable, critically-thinking adults whose decisions contribute to organizational prosperity. From a systems perspective, valuing development only if it contributes to productivity is counterintuitive. (SK)

Human resource development has been framed within a market model with economic aims and purposes. Reconceptualizing it as a form of adult education, which has a democratic and social justice tradition, can better serve an emerging participatory, democratic workplace. (SK)

Professional licensure of human resource development practitioners is problematic for several reasons: lack of regulatory control, diversity of the field, divisiveness of licensure, inadequate evaluation procedures, and lack of need. A less formal approach emphasizing individual freedom, democratic peer review, and a free market is more…

Asserts that knowledge has become for both individuals and economies a competitive advantage on a global scale. Discusses why developing countries require the creation of liberally educated citizens to contribute to their nation's social and economic advancement. (EV)

Four top corporate executives were invited to help school executives formulate the shape of future school/business partnerships and to name the single most meaningful educational change needed. Most emphasized business's supportive role in shaking up a failing system, turning around the nation's worst schools, and developing a competent labor…

Noting the dim employment prospects for youth and the economic plight of young American families, a recent Grant Foundation report calls for more experience-based schooling. Also recommended is better funding for existing Head Start, Chapter 1, and federal job training programs and for new legislation--the Fair Chance/Youth Opportunities Act. (MLH)

The chief executive officer of Xerox demonstrates how his company uses education and training to improve quality and productivity in the work force. Leadership and the quest for quality in human resource development are illustrated. (SK)

The U.S. Secretary of Labor outlines the roles of the essential partners in work force development: employers, unions, educational institutions, and government. Her human resource agenda places high priority on workplace literacy and basic skills training. (SK)

The author discusses points to consider when hiring and working with a video production company to develop a video for human resources purposes. Questions to ask the consultants are included, as is information on the role of the company liaison and on how to avoid expensive, time-wasting pitfalls. (CH)

Data from a survey of over 1,300 Filipino enterprises are used to construct indices for measuring performance in recruitment, training, labor relations, and other personnel practices. The indices are proposed as a way to identify exemplary human resource practices in terms of equity and efficiency. (SK)

Emphasis on competence and National Vocational Qualifications in Britain raises questions as to whether the competence framework is an appropriate form of progress. Development of education/training and employment opportunities in the present period of uncertainty requires imagination as well as competence. (SK)

According to survey responses from 90 of 250 personnel directors, 49% indicated the diversity of workers was moderate to very high; 86% believe this will increase in 10 years; 61% feel their organizations are poorly prepared for diversity; and only 29% have diversity training. Top areas for manager training are interpersonal skills, understanding…