A study of open and flexible learning (OFL) in three Training and Enterprise Councils in Britain showed that OFL reduced unit costs 10-50%; learner qualifications and employment rates significantly improved; and the local learning infrastructure was strengthened by widening networks of training providers. The type of client for whom OFL is most…

Suggests that the European Community's LEONARDO and SOCRATES programs do not go far enough in ensuring women equal opportunities and access to education and training. (SK)

Analyzes the weaknesses of current structural options in Germany that allow older workers to keep on working. Points out that data do not indicate older workers are reluctant to participate in training. Suggests that management of competency development is unsuitable for the further employment of older adults. (Contains 56 references and 36…

Addresses the skills debate in hospitality in four key areas: the nature of work and skills in hospitality, considering skills in terms of personal attributes, job requirements, and work settings; deskilling within the hospitality workplace; the technical/generic skills debate; and the education/training process in hospitality. Concludes that…

Meta-analysis was conducted on 31 evaluations of 15 government-sponsored training programs for disadvantaged groups, 1964-1998. Earnings effects were largest for women, modest for men, and negligible for youth. Skills training increased earnings; basic education was not effective. No evidence was found that more expensive programs performed…

Analysis of the German situation shows gradual erosion of the traditional relationship between career progression and further training. Diagonal career patterns are needed to replace traditional vertical paths in new, less-hierarchical organizational structures. (SK)

Discussions of knowledge workers are gender blind and ignore or devalue women's work. A more useful conception of the worker as cyborg illuminates questions of ownership of skills and knowledge and the blurring of boundaries between humans and technologies. (SK)

Responses from 97 of 500 British employers identified minimum and preferred qualifications for new employees. A substantial number specified no minimum level. Most do not value National Vocational Qualifications and favor academic qualifications for higher-status occupations. Those who specified minimum qualifications were more likely to train…

Measures the relative influence of engaging in various learning activities--spanning the "life-wide" spectrum of learning--on economic and social benefits. Finds that relationship between formal education and economic and social outcomes is complex, with confounding effects, indicating that different types of learning activities taken…

A cooperative education program involved student practica in Quebec pulp and paper mills. Using the concept of community of practice and a typology of work experience, data from 175 students indicated that schools and workplaces placed traditional roles regarding theory and practice. Organizational cultures remained separate and opportunities for…

Evaluation of 17 Gambian skills training centers found that an open market did not result in high-quality training. Delivery had strengths (sponsorships for female trainees, self-employment strategies, formal evaluation) and weaknesses (retention rate, trainer qualifications, inadequate resources, lack of employer representation on governing…

In the volatile and uncertain labor market, there is increased job mobility but less advancement and more tenuous links between training and advancement. Increased career discontinuity and short-term employment and less emphasis on trades also suggest that guidance and training should focus on flexible preparation for the market rather than…

Describes employment policies and programs, incentive plans, and job creation programs to aid disabled young job seekers in Japan, Italy, Sweden, Denmark, and the United States. (Author/JOW)

Reviews youth employment and training programs since 1962. Concludes that successful programs share the following characteristics: (1) a focus on chronic unemployment; (2) comprehensive remedial programs and human services; (3) early intervention; and (4) connections to mainstream institutions. (FMW)

Provides advice for people working in multinational corporations, especially Japanese owned, by describing cultural differences, Japanese work values, and ways to implement cross-cultural training. (SK)