Three reports discuss on-the-job training for youth in France, establishment of a national training institute in the Dominican Republic, and problems and trends in hotel training. (SK)

On-the-job training (OJT) is enjoying a surge of interest because of ISO 9000, the certification standards of the European Community. Negotiating a balance between training staff and frontline supervisors who are often made responsible for OJT is one way to improve it. (JOW)

Describes and provides an orientation to nonformal vocational training (vestibule training, on-the-job training, apprenticeships, training for unemployed persons) and increases awareness of the potential and the legitimacy of out-of-school vocational training efforts. (JOW)

Explains the changes in graduate business education as they relate to human resource development (HRD) and suggests that the HRD specialist can achieve professional growth through accounting, finance, economics, marketing, statistics, management theory training, and practical internships. (MER)

Suggests that academic programs need to further demonstrate that graduate courses and job experience can supplement each other in career development by specifying the applicable cognitive and psychomotor skills that can be developed and developing a closer relationship with the employment community. (Author)

Refutes the idea that autonomy in work is necessary for efficient coordination or to enable the organization to develop a learning structure. Suggests that autonomy is an important element for internal incentive; if training is to become an incentive factor, autonomy is essential. (SK)

Youth apprenticeship inherently involves a contextualized environment that fosters better learning. The new apprenticeship models combine academic with on-the-job vocational education. (SK)

Human resource development is more than training; it fosters the ability to see the big picture--the organization's place in the global environment--and the ability to change in response to environmental changes. (SK)

Discusses a variety of training methods including mentoring, lecture, video, computer assisted, and simulation. Suggests basic approaches to on-the-job training and tools to supplement the process. A chart compares 11 training technologies in terms of settings, interactivity, development time, costs, advantages, and disadvantages. (JOW)

Offers hints and strategies for educators charged with organizing internships for students: know the program's selling points, discuss objectives and needs with employers, build relationships, and provide ongoing monitoring and assessment. (JOW)

Seeks to create an awareness of the alternatives that exist for entering the teaching profession and alternatives to the traditional teacher education institutions. (JOW)

Responds to Norman Langhoff's criticism of community college police education programs (JC 502 099), offering conflicting opinions on the role of the police and the functions and methods of police education. (JP)

Fidelity Institutional Retirement Services Company reorganized, automated, and reengineered all systems related to service delivery. They created a model for the development of associates called Service Delivery University and committed each associate to 80 hours of development per year. (JOW)

Transfer of training to job performance can be enhanced by appropriate follow-up activities. These may be a combination of trainee action plans, assignment of an interim project, coaching, or seminars and workshops. (SK)

Describes traditional forms of apprenticeship in Africa and examines legislative and institutional attempts to improve the system. Makes recommendations for obtaining greater cost effectiveness by combining on-the-job training with theoretical instruction, upgrading trainers, and giving them fair remuneration. (SK)