This paper presents the results of an "HRD Professional Partnership" study of managerial and leadership effectiveness within a UK private sector organization, and discusses how the results are being used to support evidence-based HRD practice. The paper also reveals the extent to which the results are generalized to findings obtained…

In 2003, we wrote a critical reply to Frank Coffield's reflections in this journal on the significance of the Performance and Innovation Unit's project on workforce development for the future direction of skills policy in England. As Coffield made clear in a rejoinder, underpinning our arguments are fundamental disagreements about what would be…

This volume reports on the flow of graduates from higher education into working life in Portugal, the United Kingdom, Sweden and Switzerland. Chapters for each nation were contributed by national experts in that field. The first section of the report, on Portugal, contains two papers. The first, written in English, discusses recent changes in the…

The introduction of tuition fees of up to 3,000 British Pounds a year for full-time undergraduates in England in 2006 has revitalised the debate about the benefits of a degree to the individual. As a contribution to this discussion Universities UK commissioned PricewaterhouseCoopers (in association with London Economics,) to produce a report on…

A British further education college focuses on widening participation for nontraditional students, creating a skilled work force, and promoting citizen participation. Study sessions are conducted in community venues, such as parenting classes, libraries, homeless shelters, and day care centers. (SK)

Outlines the method developed by the Standards Development Program (United Kingdom) and used by the Employment Department to define, measure, and improve competence in the work force. Discusses functional analysis and how it defines the standards of occupational competence, elements of competence, performance criteria, range statements; and…

In Britain, a "third way" to labor-force development (between U.S. deregulation and the German dual system) includes flexible labor markets and supply-side interventions. However, National Vocational Qualifications and other elements of the British system rely on outmoded concepts of work organization and skills. The third way is likely…

The Children's Workforce Development Council (CWDC) commissioned this literature review as the first part of a project exploring issues around and approaches to working with Travellers, Irish Travellers, Gypsies, Roma and Showpeople, and the support, training and other programs available to staff involved. The project is intended to contribute to…

An analysis of the present supply and likely future needs for scientific and technical specialists and generalists in the United Kingdom and the United States of America was made by examining the content of university curricula, the employment patterns of graduates, subsequent career structure, and the amount and timing of education and training.…

This series of articles cites a variety of sources and synthesizes a number of studies related to education and training efforts in both developing and developed nations. (SSH)

Examines the extent to which a national policy on paid educational leave might help to overcome problems in manpower, labor, and education, using examples from four countries and comparing their positions regarding the formulation of coordinated policies and coordination with manpower, training, labor, and education policies. (Author/CT)

A summary of evidence from a study of payment structures in six industries in three local labor markets in the United Kingdom is used to show that the conditions under which labor is made available exert an influence on wages that is relatively independent of the skill, experience, and effort of the workers concerned. (Author/CT)

This paper explores line manager responsibility for human resource management (HRM) and human resource development (HRD) in an international hotel organisation. The results identify a strong support system for line managers in relation to training and good relations with HR specialists. However, less evident is senior management support coupled…

A further education college for adults used Britain's Investors in People program to improve staff development opportunities for part-time staff. The process necessitated balancing the tension between academic culture and the language of adult education on the one hand and the business/enterprise ethos of the IP program on the other. (SK)

Action learning is the primary influence on British human resource development (HRD). However, action learning does not readily acknowledge that individual identity is shaped by events outside the organization as much as within it. Thus it does not view human beings as human "becomings," a view that supports HRD as a strategic process…