The Industrial Training Resources Project is an attempt to establish a model for use of industrial training facilities in the vocational rehabilitation of mentally retarded persons. The present study was conducted to help assess the climate of employer receptivity and understanding of the project. The multiple objective included: (1) creating…

This paper provides a review of pertinent statistical information related to supply and demand, a consideration of "forcing" factors in supply/demand analyses, a discussion of training versus task requirements as related to job performance, a presentation of a tentative "engineering occupations" model, and an emphasis on definition of the various…

The Granite City (Illinois) Steel apprentices are under a performance evaluation from entry to graduation. Federally approved, the program is guided by joint apprenticeship committees whose monthly meetings include performance evaluation from three information sources: journeymen, supervisors, and instructors. Journeymen's evaluations are made…

This paper aims to give a brief account of the present provision of education in the United Kingdom which can in some way be characterized as reflecting the principles of recurrent education. Recurrent education refers to periods of formal or structured study, undertaken largely in institutions, at various stages in the lifespan of an individual.…

American business has received a challenge from the federal government in a national experiment to find jobs for 500,000 "unemployables." The major purpose of this descriptive report was to develop hard facts for use by business men in making decisions concerning participation in the program. The content includes sections on: (1) Who Are the…

The third in a series of guides to British industrial training, this publication begins with a survey of training issues and tasks confronting the Road Transport Industry Training Board (RTITB). This is followed by information on RTITB policies and provisions; RTITB members, officers, and committees; apprenticeships and other training schemes;…

This report describes a metalworker's training program conducted by the Lockheed-Georgia Company and funded by the Manpower Development Training Act (MDTA). The trainees ranged from ages 18 to 21, and were mainly comprised of school dropouts and minority group members (84 percent Negroes) with police records. Tests used to screen candidates are…

This booklet gives details, approved by the British Secretary of State for Employment and Productivity, of grants which will be paid by the Knitting, Lace, and Net Industry Board for training and further education during the training year, 1 August 1969-31 July 1970. Two categories are stressed: (1) day, block, release, and full time courses and…

A study of participation in training had as subjects black and white employees who were 17-24 years of age, not enrolled in school from 1966 to 1969, and who received company-sponsored training. Most of the employees were in lower socio-economic status jobs. Some 19% of the black youths received some pretraining, while approximately 10% of the…

In England's recent history the country's best self-interest has been to provide more, better, and longer education. Following the post-war population growth, the raising of school-learning age, and free secondary education for all, the massive rise in further education was a part of the general increase in full-time higher education. Changing…

Characteristics of 48 industrial training methods taken from various research surveys are listed and analyzed, with implications for industrial teacher education. Forty-one of the methods are participatory for the recipient, and there is an almost even spread between group and individual training methods. (MF)

The article describes an emerging approach to the development of training known as behavior modeling, based on the principles of social-learning theory. Applications of modeling and social learning to training and reports of successful behavior-modeling programs in various businesses are included. (MF)

The set-up and checking-out of a simulated chemical pilot plant as part of a chemical engineering technology lab is described. (BB)

Tips to trainers for influencing management to provide employee development programs are presented, with reference to the Fluor Corporation's People Resources Planning Center which the author developed. (MF)

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)