Peer training in the workplace can be effective if it is structured; if trainers are carefully chosen, trained, and rewarded; and if transfer of training is supported. Peer training has the advantages of credibility, speed, and cost savings. (SK)

The federally and provincially funded Deaf Training Programme in Winnipeg (Manitoba, Canada) trains deaf individuals to be human service workers, primarily in mainstream settings. The program uses American Sign Language as the language of instruction and a competency-based model of instruction. Nine students have successfully completed training.…

Features of the Australian educational system are examined: the evolution of postcompulsory education, continuing education and training within employment from 1950-80, issues and options faced in the mid-1980s, and decisive changes in the structure of higher education at the end of the 1980s. (SK)

A consultation between industry and education representatives in Great Britain explored dimensions of partnerships for the education and training of young people beyond compulsory schooling age. Because lifelong learning was deemed essential, adult continuing education stands to gain much from closer and more effective partnership with industry.…

Explores the notion of school-based teacher training, strongly advocated by the United Kingdom's Council for the Accreditation of Teachers. Discusses the problem of placement, the training process, the development of teachers as trainers, counseling responsibilities, and the teacher's supervisory role. (10 references) (MLH)

The time to plan training is in the research and development stage of a new product. Seven major steps are online training, process validation, skills certification, development of manufacturing training instructions, skills verification, transfer training, and offline training and certification. (SK)

Presents the results of a survey assessing the state-of-the-art of graduate teaching assistant training. Indicates that speech communication departments are leading the way in the proportion that train but not in the breadth or scope of that training. (SR)

Environmental concepts are only slowly being incorporated in vocational training. Strategies to improve the process include less association with ideology; recognition that these concepts are integral, not peripheral; and better teacher training. (SK)

Participant observation and interviews were conducted with 19 participants in an employment training program for Canada Natives. Cultural environment was the most influential factor on the quality of learning. A learning environment that was holistic, learner centered, collaborative, and supportive enabled the most effective learning. (SK)

Describes traditional training programs in Germany and two alternatives: (1) practice companies, where apprentices work and learn in actual work settings, funded by industries; and (2) noncompany-based programs, where job training is delivered in technical institutes funded by federal and state governments. (SK)

The terms "overeducation" and "undereducation" can be misleading. The rise in overeducation might be taken as evidence that expansion of schooling has gone too far. However, there are positive and substantial returns to overeducation. (SK)

A survey of 770 Hong Kong firms showed that, in a developed economy with little government intervention, many companies employed older workers but were not hiring new ones. Firms were more likely to invest in training when workers were young. Delayed compensation was more acceptable to younger workers. (SK)

One method for ensuring quality in continuing training is self-assessment by trainers and trainees, which requires certain qualities in the subject and the environment. Self-assessment complements, and is complemented by, external evaluation. (SK)

To determine who benefits from investment in continuing-vocational training, it is necessary to differentiate between types and funding levels. Different types yield different outcomes. Various funders (government, employers, individuals) have different objectives for investment. A focus on measurable outcomes helps clarify benefits. (SK)

For a sample of young workers, "promotion" involved no change in position or duties; promotion was more likely for males than females and Whites than Blacks or Hispanics. Company training and prior promotions were important predictors. Promotion did not appear to have a direct impact on job satisfaction. (SK)