National Vocational Qualifications (NVQs) have been introduced and developed within a competency framework by successive UK governments. Potential benefits are listed as improved skills, less skills shortages and more appropriate job-employee fit. However, there has been considerable and sustained criticism of NVQs from employers, employees and…

Discusses basic skills as an element of competitiveness. Applies market and system failure models to the level of basic skills training offered by small businesses. Examines recent British policy documents and recommendations for more small business investment in basic skills. (Contains 42 references.) (SK)

A telephone survey of nearly 2,000 small businesses in Britain showed employers had positive attitudes about training but 85% had not provided any for at least a year. Interviews with 200 cited market position, economic conditions, and lack of training availability as causes. They felt national training policies lacked focus, coherence, and…

A survey of over 2,000 small and midsized enterprises in the West Midlands, England, found employers had relatively high awareness of and interest in National Vocational Qualifications but low actual implementation. Causes included negative experiences, high cost, inflexibility, and mismatch with needs. (SK)

Reviews the status of National and Scottish Vocational Qualifications in the United Kingdom in terms of employer acceptance, role in company training, employee participation, small business usage, and overall employer investment in training. Considers the implications of concerns about the system for the learning targets to be achieved by the new…

Evaluation of undergraduate placements in two microbusinesses--a printer and a video store--revealed key factors contributing to the efficacy of work experience in small enterprises: preplacement preparation, mentoring for students and employers, and postplacement support for reflection. The need for a learning network of students, teachers, and…

Needed skills and qualities of retailing employees were ranked by 11 faculty and 12 industry representatives. Industry leaders believed leadership and decision making were most important for future leaders. Faculty ranked interpersonal and cognitive skills higher, and they believed their rankings would match those of industry. (SK)

A survey of 6,000 British small businesses, 600 interviews, and 120 case studies found that 70-80% were family owned; most favored informal management styles. In family-owned businesses, training of nonfamily employees was considered less crucial; investments in the latter were related to long-term business strategies and potential succession.…

Apparel industry representatives (n=12) and apparel program faculty (n=17) used Q methodology to identify industry skill needs. Most industry representatives thought strong affective skills were most important for design professionals. Nearly half the educators thought that cognitive attributes were most important. (Contains 18 references.) (SK)

Two articles present industry and higher education viewpoints of education's role. The industrial author states that education must (1) change faculty and student attitudes, (2) teach about actual industrial practice, (3) teach business concepts, and (4) improve the quality of its product. The higher education author argues that education must…

Purpose - This paper seeks to present the Apprenticeships Task Forces ATFs evaluation of the business case for recruiting and training apprentices. The focus is on whether they provide employers in the UK with a positive return on investment in key performance areas. Design/methodology/approach - The ATF asked nine members, senior executives of…

This article presents the results of a qualitative study that examined the views and experiences of 12 large city employers of modern apprenticeships (MAs). Given the governments target that by 2004 at least 28 per cent of young people should enter an apprenticeship before the age of 22, it is imperative that large employers are fully involved in…

Purpose -- This paper aims to present apprentices' perceptions of their opportunities for progressing to higher education. Data gained through semi-structured interviews with apprentices is placed in the context of the current policy agenda to widen participation in higher education and to increase the skills levels of those in employment. These…