Workplace changes require new ways to prepare workers who will be older, minority, female, immigrants, limited English proficient, or functionally illiterate. Special needs populations will need articulated training systems, responsive instruction, up-to-date staff, and a data reporting system. (SK)

Examines the actions Oregon is taking to prepare its work force for the twenty-first century. Focuses on the choices about work organization and training that must be confronted and explores potential challenges that must be faced. (JOW)

Discusses how companies can prepare for the changes mandated by the Americans with Disabilities Act (ADA), which prohibits discrimination against qualified, disabled job applicants and employees. Steps mentioned include (1) learn about the ADA; (2) find out what similar organizations are doing; (3) identify affected employees; and (4) develop a…

Two major changes in New Zealand are structural reform of the economy, and labor market and reform of education and training (the National Qualifications Framework). Voluntary, industry-based human-capital-development strategies are proving successful when combined with economic reforms. (SK)

Examines new developments in the global and regional economy and the impact of the East Asian economic crisis on Singapore. Assesses changes being made in the Singaporean educational system to meet the demand for skilled labor. (SK)

Korean human resource development practitioners (n=10) attended a training program on performance improvement technology. All showed a high perceived degree of learning, but more in skill than conceptual areas. There were different degrees of transfer, some due to lack of opportunities or lack of relevance to the job. (SK)

A case study of an Australian road construction company's skill development project is an example of an attempt to increase competitive advantage through competency acquisition. It remains to be seen whether reconstruction of the company will result in improved productivity and financial performance. (SK)

A literature review found that business spending on vocational education and training varied by size, specialty, and location. Business interest in return on investment differed from government goals for encouraging training investment and may not be aligned with long-term national goals for laborforce development. (SK)

Contrasts definitions of workplace learning and human resource development and addresses emerging issues that affect the field: professionalization, increased litigation, diffusion, technology, globalization, and reengineering. (SK)

Addresses the limited connection between education and human resource development (HRD). Suggests that preventive approaches to HRD can lead to better relationships between education and the private sector and can improve the preparation of students for the workplace of tomorrow. (JOW)

Examines whether certain contextual conditions influence the effectiveness of HRD (human resource development) programs and activities, based on contingency theory. Discusses results from questionnaires completed by stakeholders of two types of HRD programs from companies in two economic sectors. (Author/LRW)

Evaluation of Riyadh College of Technology's cooperative education program by employers, faculty, and students found all groups were positive but the rapid growth in enrollments has created a number of challenges, such as the difficulty in securing work placements in private sector companies and a shortage of financial resources and staff. (SK)

To maximize electronic learning (instruction or learning experiences delivered or enabled by electronic technology) for work force development, the following are needed: (1) the highest quality possible; (2) new measures and methods for assessment and certification of learning; and (3) broad, equitable access. (SK)

Describes the role of human resource development (HRD) in the restructuring of the Mexican economy since 1982. Presents new challenges faced by the HRD system, including the influence of the World Bank, and recent changes linked to liberalization of the economy. (SK)

Comparison of 96 Irish and 422 English, Italian, and Belgian human resource development (HRD) professionals suggested that the Irish focused on individuals whereas the others were organizationally focused. If Irish HRD professionals fail to consider organizational competencies, the development of their strategic role will be inhibited. (SK)