Trends in the educational system for students age 16 to 19 are presented. The situation in the United Kingdom is stressed. Changes and improvements in the educational system are suggested. (CW)

The standards movement arrived in the mid-1980s and new curriculum frameworks of instruction were crafted for the reform of science and mathematics curriculum, instruction, assessment, and professional development for teachers. Today, the clarion warning calls about science and mathematics education, the fading STEM (science, technology,…

This article cites six sources which present planning and implementation strategies for major government-sponsored training programs. These federal programs were designed to allocate funds to modernize training facilities and to provide employment skills for the hard-to-employ youth in six European and Asian nations. (SSH)

The greatest challenge for American industry will be to have management at all levels that is representative of the diversified workforce that is anticipated. Business must ensure fair compensation, healthy working conditions, growth and personal development opportunities, progress in the company, and pride in the value of work itself. (AF)

Cultural diversity is a fact of life in the workplace. The human resource manager who values diversity as a source of enrichment and opportunity can bring a wealth of benefits to the company. (JOW)

Describes the Individualized Development Program implemented by KLA Instruments Corporation, Santa Clara, California. The program seeks to identify the strengths, shortcomings, and interests of the company's managers. It benefits those whose careers have plateaued as well as managers who have new areas of responsibility. (JOW)

The standard definition of unemployment results in a severe underestimation of Native Americans. Availability of local employment opportunities determines whether they actively look for work. Also, significant numbers choose to work intermittently. It is, therefore, difficult to measure Native American labor force participation. (JOW)

Discusses changes in the economy that have occurred due to the growth of the information sector, and suggests that the achievement of economic growth in an information-based society without major disruption of the labor force will require policies focused on the development of new sources of employment. (SW)

Parsons describes benefits and limitations of using financial analysis tools to evaluate human resource development programs, suggesting the additional dimension of values. Brinkerhoff's reaction emphasizes the flaws of impact evaluation, suggesting ways to reframe training evaluation. (SK)

Although education and training were distinct concepts when Taylorism dominated the workplace, it is no longer appropriate to separate them. Today's highly competitive environment requires the education of a flexible, multiskilled workforce, not training for narrowly defined employment tasks. (SK)

Examines how the numbers of workers with earnings at or below the federal minimum wage varies, depending on how the hourly earnings measure is computed. (Author)

Envisages possible enhancements in labor force data collection, analysis, and dissemination, with expansion of both household and establishment surveys and greater use of administrative data. (Author)

Leonard Nadler, who created George Washington University's doctoral program in human resources development (HRD) in 1962, discusses definitions of HRD and its growth as a discipline. (JOW)

Although labor market indicators paint a dismal picture of the status of African-American workers, they underestimate the extent to which they have been affected by recent trends. Official estimates do not include those not actively seeking work or those frustrated by the job market. (JOW)

Offers specific strategies and ideas on how human resource professionals can collaborate effectively with line management. Includes examples of how it was done at several companies. (JOW)