Retraining for new technology: six success stories

Article Abstract:

The National Economic Development Office of Great Britain commissioned a study of six companies on retraining of workers in areas of technological change. The companies were Austin Rover, Cleveland Bridge and Engineering, Hotpoint, ICL, Marconi Communications Systems, MEL, Rye Machinery, and STC. There are three basic sources of technological training: colleges or skill centers, equipment suppliers, and in-house training. Some of the difficulties in retraining with microelectronics were: microelectronics is a difficult subject to learn, since it is abstract; the training staff may not be able to keep up with all the technological changes themselves; microelectronics has an impact throughout a company, not in just one department; retraining, especially of older employees, is not common in most companies; and retraining involves learning new work relationships.

Training, Technological innovations, Occupational retraining, United Kingdom. National Economic Development Office, Austin Rover Group Ltd., ICL Inc.

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The technology of information

Article Abstract:

Human resource (HR) planners may improve their ability to forecast future needs with the use of computer-stored personnel information. With readily available information on current staff, HR professionals can monitor and analyze data items, including staff numbers, equal opportunities and labor turnover, and identify emerging trends. By coming up with data on current as well as future personnel issues, HR departments prove their ability in assisting line managers plan for future HR needs. At the Institute of Manpower Studies in the UK, human resources issues are analyzed using a projection model. The model is used to forecast the future level of recruits and promotions based on current labor turnover rates and on the plans of an organization to increase or decrease its workforce.

Admin. of social & manpower programs, Planning, Human resource planning, Technology application

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Adult learning: a tip from the Rothmans

Article Abstract:

It is increasingly recognized that companies depend on the experience and skills of their employees and that people learn when given responsibility. Individuals have also been given more responsibility for their own growth. Self-development and self-appraisal are company tools for increased employee performance. At the factory level at Rothmans (Great Britain), employee development methods include group working methods, with group leaders assuming responsibility. In human resource planning, it is now recognized that employees fall into two distinct groups: those needed to do recognized jobs well, and those needed to step into new situations and take charge. Thus, determining individual needs and aspirations becomes important.

Analysis, Usage, Factories, Adult education, Great Britain, Employer-supported education, Employer supported education, Rothmans International PLC

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