Almost half the job gains in the 1970s took place in 20 of the 235 occupations and several job groups lost thousands of workers. The author looks at employment changes among the biggest occupational winners and losers of the 1970s. (JOW)

Summarizes major concepts and approaches of the Evaluation Training Consortium project, showing how they relate to evaluation in the human resources development context. (CT)

The author outlines what has been learned from the Private Sector Initiative Program thus far. Though extensive evaluation is still under way, Ginzberg feels that there is proof that the program is working. He recommends expansion on an already well-established base. (CT)

Labor shortages mean that in the future almost the entire growth of Soviet industrial production will come from increased labor productivity. Describes the present level and growth rate and offers comparisons with other countries, and explains differences. Reviews ways being used to increase productivity. (Author/JOW)

A British further education college focuses on widening participation for nontraditional students, creating a skilled work force, and promoting citizen participation. Study sessions are conducted in community venues, such as parenting classes, libraries, homeless shelters, and day care centers. (SK)

Addresses the important role education has played in raising standards of living and the particular role of the liberal arts in promoting the creative intellectual energy that is an increasingly important part of the economy. (EV)

Examines the compatibility between training and development/human resource development and teacher preparation programs. Presents a rationale supporting compatibility based on a common mission. (JOW)

Traces the development of adult education and human resource development, as well as the burgeoning of workplace learning. Raises issues related to nomenclature, knowledge base, professionalization, and the learning organization. (SK)

Explains succession planning, an organizational management tool used to ensure continuous performance in an organization by identifying key internal people for work activities over time. Describes a survey of multinational corporations (MNCs) operating in China that investigated human resource development practices, including localization of the…

Discusses instructional development for human resource development and performance improvement programs that optimize business results. Identifies and defines five key variables: instructional approach, learner role, learning objective, intended outcome, and expected behavior; that can inform the most relevant instructional methods to create a…

Malcolm Knowles' career in human resource development has spanned more than 50 years. This article describes some of his achievements in adult education and presents tributes from colleagues. (JOW)

Worker dislocation is a major problem in Wisconsin. Services needed include provision of coping mechanisms, job search methods, and retraining. A partnership between the state and the Wisconsin American Federation of Labor-Congress of Industrial Organizations was created to provide these services and referrals, as well as preventive training…

Because organizations need to be broader based and cross-functional, workers must have broader expertise as well as deep specialized skills. Cross-training and teamwork are essential. (SK)

Reviews survey and other data on workforce skill needs and literacy levels of current and future workers. Concludes that technical educators should cooperate with employers in developing a more literate workforce. (SK)