The effective training designer must consider that most employees will face three or four major retraining efforts in their lifetime and see each program as contributing to this continuous development. (NL)

Discusses conditions that contribute to worker displacement, and suggests that retraining and adult education are only part of the solution. Lists six other recommendations which, if implemented, would contribute to the resolution of this problem. (NRJ)

Robots--powerful, versatile, and easily adapted to new operations--may usher in a new industrial age. Workers throughout the labor force could be affected, as well as the nature of the workplace, skill requirements of jobs, and concomitant shifts in vocational education. (SK)

Discusses fears of a college faculty member who was retrained to teach another subject. Describes fears of failure, loss of expertise, examinations, isolation, powerlessness, identity, and future. Concludes it would be more productive and less emotionally draining for retrainees to actively consider the realities of the classroom before they enter…

The author reports on a survey of 64 human resources managers. Forty-eight percent of the respondents indicated that their organizations had some type of retraining program. Topics covered include (1) retraining topics, (2) employee types, (3) program content, (4) trainee scheduling, (5) completion rates, (6) payment, and (7) program success. (CH)

People will be productively employed in more democratic organizations to the extent they can keep learning, overcome the anxiety inherent in change, continuously deepen their knowledge, and develop a battery of flexible skills for collaboration over diverse and widening systems. (Author)

Field research with Brazilian workers formed the basis of a model for retraining in information technology. Beyond mere skills, the training design enabled development of new mental models of "digital thinking." Skills developed included math, logical and creative thinking, problem identification and solving, and communication. (SK)

Regions around the country are grappling with current and anticipated skills shortages and, in some cases, labor shortages. Economic prosperity depends heavily on the quality of the workforce, and yet far too few regions have recognized their best underutilized asset: the mature workforce. Because mature workers are nearing traditional retirement…

Twenty-two local development projects for unemployed adults in England and Wales are described. Each was conducted during the first three years' operation of the REPLAN program funded by the Department of Education and Science, the Welsh Office, and the Manpower Services Commission. REPLAN aims to improve the quality, variety, and relevance of…

IN THE FALL OF 1961, THERE WERE APPROXIMATELY 300,000 UNEMPLOYED IN MICHIGAN. ABOUT HALF OF THESE WERE LOCATED IN THE DETROIT METROPOLITAN AREA. OF THE 61.8 PERCENT WHO HAD NOT COMPLETED HIGH SCHOOL, 30.1 PERCENT DROPPED OUT DURING GRADES 9-11, AND THE REMAINDER HAD 8 YEARS OR LESS OF EDUCATION. SOME ATTEMPTS TO RELIEVE THE UNEMPLOYMENT SITUATION…

Retention and relearning of straight-copy typewriting skill among thirty-eight administrative specialists, 71L Military Occupational Speciality, were examined after the no-practice retention interval between Advanced Individual Training (AIT) graduation and unit duty. Over this interval, average typing speed decreased and errors increased. As a…

To provide information on the relationship of automation to changing occupational patterns and related worker displacements, examples of automation and technological change in industry are given. Some summary findings are: (1) Technological advancements cause some jobs to disappear and also cause some new jobs to appear, (2) Many workers dispaced…

Problems of middle age are explored by contributors from a variety of backgrounds, academic disciplines, and experiences in this book, which was associated with a BBC television series broadcast in Autumn 1967. The book is divided into sections on the middle aged personality, body (health hazards), mental powers (ability and retraining in…

Describes Massachusetts' Employment and Training Choices Program that seeks to move people from welfare dependency to economic self-sufficiency. Program components are career assessment and planning, training and job placement, educational services, and support services. (JOW)