A model demonstrating how performance incentives may encourage cream skimming (selecting participants with a high likelihood of success) was applied to data from 16 Job Training Partnership Act training centers. Short-term performance measures were weakly and perversely related to long-term impacts, but efficiency gains/losses from skimming were…

Reports the results of the National Commission for Employment Policy's report on populations served by the Job Training Partnership Act (JTPA). Results indicate that Hispanic Americans are underrepresented in JTPA programs; Hispanic community-based organizations are currently being polled to identify reasons for this underrepresentation. (CH)

The author reviews current literature related to cost-benefit analysis of employee training programs. After the necessary concepts are defined, methodologies for measuring costs and benefits, and problems related to this process are discussed. Concluding comments focus on the need for practical applications of cost-benefit research. (Author/CH)

Surveyed 120 loggers who attended a 3-day educational program on first aid and adult cardiopulmonary resuscitation, forest ecology and silviculture, woods safety, and small business management. Results indicate that the training was worthwhile to the participants and they would be willing to attend additional training. (JRH)

NEC America prepares its employees to train severely disabled co-workers. Three characteristics of the training are (1) the right type and amount of assistance; (2) measurement of degrees of learning; and (3) reinforcement of what has been learned. (SK)

The San Francisco Hotels Partnership is a consortium of hotel operators and unions that addresses skill-development needs in the hospitality industry. Participating workers were very satisfied with the opportunity to learn communication, problem solving, and teamwork skills. (SK)

Money is being spent on training, without investment in human resources. Investment requires verifying benefits and risks to determine the best options. The role of the individual must be strengthened and investment incentives increased. (SK)

New forms of work and work organization--customized, specialized, and flexible--require new skills and flexibility in job training. Demand for versatility is calling into question the ways in which knowledge and skills are conveyed. Knowledge generation is becoming inseparable from work production. (SK)

Reviews the Metropolitan Atlanta Rapid Transit Authority Police Department training-based promotional system for police officers. Presents a critique of traditional promotional practices and an analysis of relevant case law; offers a theoretical base for a training-based system. Also presents an overview of training delivery, testing, and list…

Discusses corporations such as Sears, Motorola, Saturn, and Intel that have created their own corporate universities to train and retrain their workers. Highlights Motorola, the largest of the corporate universities. (JOW)

Discusses how information technology can help to bring learning and working together by making work and its organizational context visible; describes a framework based on activity theory for structuring what should be made visible; and provides an example case system based on this structure to support learning in work. (Author/LRW)

Characteristics of virtual enterprises (client oriented, temporary working organizations that dissolve after solving specific problems, extensive technological applications) can be applied to vocational training. Virtual learning centers can provide web-based training intraorganizationally and interorganizationally via intranets and extranets. (SK)

Describes training and curricula for plumbing and pipefitting certification. Discusses wages, working conditions, and employment and training opportunities in the field. (SK)

Worker's wage increase is directly proportionate to the investment on the worker's training. A mathematical method of determining the return from investment in training a worker is presented.

Using a representative employer-employee level dataset, this paper answers four questions: (1) What characterises employer provided training in Norway? (2) What characterises firms that invest heavily in employer provided training? (3) Is it the same firms that invest in employer provided all the time? (4) Has the level of employer provided…