A model for training computerphobes addresses typical fears--of change, status loss, computer impact on society, isolation, failure, and job displacement. Four steps include (1) identifying target audience's needs; (2) accounting for human factors in training design; (3) desensitizing fears; and (4) providing advanced training. (SK)

Examines characteristics and roles of trainers from 25 diverse British companies engaged in on-the-job training programs for young people, particularly dropouts. Discusses management strategies and training for trainers. Compares trainer characteristics and training of trainers in the United Kingdom, France, and Greece. Contains 15 references. (SV)

A self-management training package used in conjunction with a changing performance criterion was effective in increasing the number of steps a profoundly retarded student in a community employment setting was able to perform independently. A four-step model for teaching the severely disabled to manage their own behavior is suggested. (Author/DB)

Analyzes the Omnibus Trade and Competitiveness Act of 1988 as a source of funds and resources to support community colleges' involvement in international trade education. Explains the concept of "Training for Trade." Identifies potential benefits for community colleges in each provision of the bill, emphasizing sections categorized under…

Reports the results of a project designed to analyze the employment related needs of students in post secondary education. Describes the questionnaire used as the major instrument for the project. Analyzes the results relative to students and tutors, courses, industries, firms, employers and trade unionists, and makes recommendations. (KO)

Investigates the relationship between inferred sex role attitudes and women's participation in traditional versus nontraditional training programs. Examines the association between women's participation in a training program and their anticipation of difficulties in pursuing a nontraditional career. Examines performance differences by women with…

A systematic training model for an industrial engineering division in a Saudi Arabian company is described. Outlines for the program's basic elements--instructional media, coaching, and behavior and attitude enhancement--are presented. Performance measurement criteria and recommendations for implementation are discussed. (SK)

Compares employment opportunities for graduates and dropouts of two types of education in the Netherlands, using an estimation model for labor market position (employed and underemployed) in the first years after leaving school. Completed inservice training does not offer more advantageous transition probabilities than full-time education in the…

Presents 16 ideas on in-service training contributed by child care directors across the nation. The ideas include weekly staff meetings, workshops, and training programs for new staff. (RJC)

Discusses the declining demand for youth labor as a long-term trend in all industrial countries. Notes that in most countries the extension of education has not kept pace with the loss of jobs normally filled by teenagers. Discusses the possible roles of guidance personnel in dealing with this problem. (KO)

Reviews the potential contributions of Virginia's community colleges to the state's economic development, focusing on flexible delivery of services, knowledge of and responsiveness to community needs, services to assist and attract businesses, and leadership in community problem solving. (DMM)

Despite publicly expressed concerns over the position of women in the labor force and their access to vocational education and training, progress is slow in Western Europe. A number of theoretical, economic, organizational, and social factors are cited as reasons for the lack of progress. (SK)

Human resource investments are increasingly viewed as critical to the process of human development. In the future, a country's competitiveness in the world market will depend upon the quality of its human resources--knowledge, learning, information, and skilled intelligence. (JOW)

Describes a workplace literacy program that uses both workplace and participant-generated materials, including job descriptions, job procedures, training materials, newsletters, booklets, and memos. Shows how literacy development went beyond the survival stage to levels of empowerment and human development. (SR)

Learning situated in authentic settings such as the workplace can provide peer and expert models and a physical environment that enhance problem solving and transfer of learning. In such settings, learners can access the social and cultural aspects of vocational skills. (SK)