Customized Training in the Workplace.

Autor/inn/en	Hodson, Randy; und weitere
Institution	Indiana Univ., Bloomington. Inst. for Development Strategies.
Titel	Customized Training in the Workplace.
Quelle	(1991), (35 Seiten) PDF als Volltext kostenfreie Datei Verfügbarkeit
Sprache	englisch
Dokumenttyp	gedruckt; online; Monographie
Schlagwörter	Basic Skills; Communication Skills; Group Dynamics; Job Skills; Job Training; Labor Force; Lifelong Learning; Manufacturing; Organizational Objectives; Postsecondary Education; Skill Development; Small Businesses; Technological Advancement; Vocational Education + Suchen Sie Ihr Suchwort? Basic skill; Grundfertigkeit; Kommunikationsstil; Gruppendynamik; Produktive Fertigkeit; Berufsqualifizierender Bildungsgang; Labour force; Arbeitskraft; Erwerbsbevölkerung; Life-long learning; Lebenslanges Lernen; Herstellung; Business goal; Unternehmensziel; Post-secondary education; Tertiäre Bildung; Kompetenzentwicklung; Qualifikationsentwicklung; Kleingewerbe; Technological development; Technologische Entwicklung; Ausbildung; Berufsbildung
Abstract	Rapid changes in manufacturing technology and procedures have created a need for additional training for manufacturing workers. Traditional postsecondary vocational training is generally perceived as not adequately meeting this need because vocational training programs quickly become obsolete in the face of rapid workplace change. Customized labor training, typically implemented at the workplace, has been identified as a possible alternative to vocational training. Such training programs are frequently oriented toward specific organizational needs rather than toward general skill development. Based on 65 in-depth interviews with personnel directors, trainers, and students in 20 organizations using customized labor training programs, 3 different settings are specified that entail different background conditions and outcomes for customized training: (1) large, unionized monopoly sector firms that have developed intensive training programs; (2) smaller, periphery sector firms that use state support for training largely as a subsidy to underwrite initial orientation costs for workers; and (3) new starts, many of them Japanese owned, that substitute training in communication skills and group processes for training in specific job skills. The implications of these different settings for the future of customized labor training are discussed. (56 references) (Author/NLA)
Erfasst von	ERIC (Education Resources Information Center), Washington, DC