Caputo and Cianni's study of women's training patterns by race, 1970-91, found that as the cohort matured, cumulative intensity of training accounted for a marginal variance in income. Adams critiques their model in terms of the effects of early childbearing and marriage on income. (SK)

Identifies major features of the German dual system of vocational education and apprenticeship: dual learning venues, public responsibility for training, self-government, private commitment to training, and the vocational principle. Suggests reasons why the German system may solve the qualifications problem but is unlikely to be emulated…

Recommends a dual strategy of investment in high wages/high technology and demand-led on-the-job skill acquisition, which will result in learning by doing at a higher technical level and relatively high productivity and return on investment. Offers this strategy as a replacement for costly publicly funded vocational training. (SK)

A survey of over 2,000 small and midsized enterprises in the West Midlands, England, found employers had relatively high awareness of and interest in National Vocational Qualifications but low actual implementation. Causes included negative experiences, high cost, inflexibility, and mismatch with needs. (SK)

A national survey of 693 Professional Secretaries International members (306 responses) showed that almost half are training coworkers in software use; more than one-quarter are training coworkers in hardware use; fewer than one-quarter have training included in their job descriptions; and very few have had training on how to train. (JOW)

An activity-oriented programmed examination describes an actual occupational situation involving a typical work assignment. It is a promising way to measure occupational competence through written examinations. (SK)

A feasibility study of the European Laboratory for Equal Opportunities Training concluded that expertise about women in the work force and training should be used more strategically and systematically. Networks need to be strengthened to share information on mainstreaming equal opportunities. (SK)

Design of work-related learning must consider the following: flexibility, learning to learn in changing contexts, social participation, and different types of work-related knowledge. New approaches to acquiring skills and knowledge are needed. Trends influencing these factors include change of focus from training to learning, increasing learner…

In the workplace, diversity is seen as either a vital organizational process, a value-added activity, an optional activity, or a waste of resources. Performance is the key to making diversity a core organizational process. The focus should be on how and whether diversity contributes to organizational performance. (SK)

Presents data on the unemployment rate of young people in Britain, discusses the personal and institutional barriers that hinder participation of disaffected youth in education and training, and suggests institutional changes that would make curriculum and instruction more suited to contemporary needs and conditions. (SK)

Nine articles describe the experience of Jobrotation in France, Denmark, and Germany, a program that enables workers to take training leaves of absence while their jobs are performed by specially trained replacements. Discusses benefits of this human capital investment for businesses, workers, unemployed persons, and government. (SK)

The role of Australian corrections officers has changed considerably, with a move toward professionalization and higher education requirements. Management training and career development programs are part of the multidimensional learning opportunities now being offered to corrections officers. (SK)

Examines the efficacy of a comprehensive behavior management skills training program for improving certified nursing assistants' (CNAs) skill performance in the nursing home. Results reveal improvement in five out of seven communication skills. Although CNAs showed a reduction in the use of ineffective behavior management strategies, they did not…

Interviews with 36 hospital employees evaluated the impact of level 3 National Vocational Qualifications in operating room practice. Most said they had a positive effect on working relationships; implementation had overcome barriers between nurses and operating department assistants/practitioners. Those who trained under earlier systems were…