The authors describe a model for integrating coaching and career management. Included is a discussion of managers' three roles in employee development--coaches, sponsors, and mentors. (CH)

Presents summary findings of survey of employers' attitudes toward geography graduates from universities in Britain. Concludes that geography departments should encourage broader "vocational" education and involvement of their undergraduates and need to introduce a wider range of teaching methods. Suggests that this is unlikely to happen…

District-level pupil transportation manuals that contain clear, concise information about objectives, policies, and regulations are a must. These manuals should also specify procedures concerning evaluation processes, personnel recruitment and selection, and the driver training program. (MLH)

Examines the ideological origins of vocational education and the reasons why people holding a broad spectrum of political and economic opinion found vocational education attractive. Argues that despite differing views on vocational policies, reformers were united by a desire to improve the functioning of society. (ETS)

Reports on the problem of adult functional illiteracy in the workplace and discusses how some companies and business-sponsored organizations are dealing with this problem. Describes Polaroid Corporation's in-house literacy training program in detail. (CH)

Describes a survey of "Training" readers that asked: (1) Does your organization conduct basic technical skills training? and (2) If you do provide technical skills training, what subjects are you covering? Results are reported and discussed. (CT)

Presents results of a national survey of training and development executives concerning the state of U.S. employee training. Examples of the topics covered by the survey include corporate philosophy, staffing considerations, needs assessment, training participation, program topics, methods and materials, and program evaluation. (CT)

Reviews existing programs for inservice training of professional reference librarians and discusses the changing roles of reference librarians and ways to determine components of a staff training program (e.g., performance functions of reference librarians and use of videotaping to analyze the librarian's ability to communicate effectively). (14…

Argues that education and business/industry must move beyond the awareness stage toward establishing a daily working relationship if programs designed to increase the employability of the handicapped are to be successful. Several ways of accomplishing this are described, including a community needs assessment and parallel teaching. (CT)

Describes results of a survey of "Personnel" readers and human resource managers and/or training directors concerning the nature of training in their firms. Answers concern kinds of training, methods and tools, perceived success of training programs, retraining and special programs, and entry-level skill development. (CT)

Describes a study that identified each occupation in which computers are used. Questions about training were asked. Occupations were grouped into three categories: occupations requiring extensive computer training, occupations in which some workers may need to learn how to program computers, and occupations requiring only brief training in…

The chair of the Greater London Training Board discusses the board's achievements and problems. He discusses projects initiated by the board, how the board was developed and organized, board policies, suggestions for the future, and prognoses for the future now that the board has been refused refunding. (CT)

Coordination of programs assisted by the Carl D. Perkins Vocational Education Act and the Job Training Partnership Act is discussed. The authors define "coordination," discuss factors influencing coordination, and identify incentives for coordination. (CT)

The effects of technological change on jobs and the implications for training policies are discussed here in the context of the manufacturing sector. Discusses the impact of new technologies on skills and qualifications of managers, technicians, and skilled workers. (CT)

After examining the link between the labor market and education, a model is offered that enables a person to enter training with a prescriptive view of his or her skills, experience, interests, and needs to match local and national labor market opportunities. (Author/PN)