Further Education and Training (FET) in Ireland is an evolving educational sector, available in every community, that offers education, skills, and qualifications to a broad spectrum of the population (SOLAS, 2020). FET coordinators are an important occupational group within the FET sector, occupying a middle management/leadership position with…

The role of the middle manager has proved to be a difficult one to define due to the fluid nature of the tasks performed and the heterogeneity of understanding that exists for the term. This is further complicated by the differences associated with the context in which individual manager's work. This research, which explores the drive towards…

This article outlines the results of a qualitative study, which investigated the adult non-formal education and training (NFET) centre linkages with external role-players in providing post-training support for the employment of graduates. The concern that informed this article is that adults who face long-term unemployment remain unemployed after…

This article draws upon research undertaken with 28 teacher education mentors, managers and trainee teachers within the SW Centre for Excellence in Teacher Training (CETT) in 2008, following the introduction of the new revised Lifelong Learning UK (LLUK) standards. The first part of the article locates and contextualises the policy context in…

Using secondary data of Government Schools and literacy department for 10 years that is 2000-2010, this paper assesses the progress on the issue of gender equality within the framework of education related Millennium Development Goals (MDG) in district Quetta. The assessment is based on the selected indicators of goals by applying descriptive…

The restructuring of adult education in Goteborg was first initiated experimentally with respect only to SFI education (an education in beginning Swedish for ethnic minorities living in Sweden). This was done on the basis of decisions in the Goteborg Municipal Council in 1999. But restructuring came into full force for all municipal adult…

This document contains three papers from a symposium on human resource development (HRD) in the United Kingdom. "Organization Development in the United Kingdom Public Sector" (Darren C. Short) reports the results of a survey of HRD managers working in the UK central government that identified significant organizational development…

Includes "Transformation in the Public Sector" (Foster); "Implementing the Vision" (Frater); "Enabling Authority" (Stewart); "Local Authority of the 1990s" (Bichard); "Training for 'Next Steps'--Initiative in the Public Service" (Wright); "Organizational Development" (Dodd);…

The application of adult education principles and theories in the workplace was examined through a study of adult education activities in the following workplace settings over a period of 10 years: the Indiana State Department of Health; the Indiana State Department of Correction; a business in the private sector; and the Indiana State Commission…

This document contains four papers from a symposium on work analysis and expertise. "Using Performance Analysis for Training in an Organization Implementing ISO-9000 Manufacturing Practices: A Case Study" (Dale E. Kunneman, Catherine M. Sleezer) reports on a study in which a theory-based model, the Performance Analysis for Training…

A quantitative and qualitative study examined three leadership strategies found in performance-based management (human resource, scientific management and political strategies used in public sector management); a framework by which performance measurement (PM) supports leadership strategies; and how the strategies impact PM. It examined leadership…

A globally competitive Mississippi must be built through investment in the education, training, and skills of its people. Recommendations for improving the system involve (1) a human resource and economic development strategy built on a partnership between the state and communities and (2) a state-level human capital strategy board. Critical…

Approximately 4,000 randomly selected Oregon employers were surveyed regarding their training practices and work organization. More than 43% of employers surveyed responded. Among the key survey findings were the following: most Oregon employers initially recruit locally; applicants for jobs in high performance organizations are often rejected…

In 1992, questionnaires regarding the training and work organization practices were mailed to a random sample of 4,000 Oregon employers, and focus groups were held with 100 Oregon managers/employers. The main findings from the completed questionnaires (43% response rate) were as follows: most Oregon employers do not plan for training or treat it…

This symposium is comprised of three papers on competencies in human resource development (HRD). "The Development of a Competency Model and Assessment Instrument for Public Sector Leadership and Management Development" (Sharon S. Naquin, Elwood F. Holton III) reports on a streamlined methodology and process used to develop a competency…