Literaturnachweis - Detailanzeige
| Autor/in | Lankard, Bettina A. |
|---|---|
| Institution | ERIC Clearinghouse on Adult, Career, and Vocational Education, Columbus, OH. |
| Titel | Worksite Training. ERIC Digest No. 109. |
| Quelle | (1991), (3 Seiten)
PDF als Volltext kostenfreie Datei |
| Reihe | ERIC Publications; ERIC Digests in Full Text |
| Sprache | englisch |
| Dokumenttyp | gedruckt; online; Monographie |
| Schlagwörter | Continuing Education; Corporate Education; Education Work Relationship; Industrial Training; Inplant Programs; Lifelong Learning; Nonschool Educational Programs; On the Job Training; Retraining; Skill Obsolescence; Staff Development |
| Abstract | Economic, social, and technological changes highlight the value of human resources and employee training. Acquiring the knowledge and skills demanded of today's workers represents a lifelong learning experience that must be nurtured through work-related learning activities and workplace training. For the employer, training supports organizational culture and goals while encouraging efficiency, innovation, and quality in worker performance and productivity. For employees, the benefits are economic and educational. Companies are recognizing that on-the-job training is a major factor in economic growth and productivity. However, a handful of employers make most business training expenditures, employers do not provide training equally across their organizations, and small companies offer less training. Many employers seek outside providers for training and have tried partnerships with vendors and consultants; colleges and universities; secondary and vocational-technical schools; proprietary schools; trade and professional associations; unions; community-based organizations; other businesses; and government agencies. To improve worksite training, (1) employers must identify new knowledge and skill requirements; (2) learning in the workplace should have a lifelong focus; (3) partnerships among all stakeholders in the training enterprise are critical; (4) training strategy should be integrated into corporate strategy; and (5) cost effectiveness should be judged by how well trainees learn what they were supposed to learn. (8 references) (YLB) |
| Erfasst von | ERIC (Education Resources Information Center), Washington, DC |
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