We talk a lot about the public debate in this or in that but for most of the time public debate is either listless or a sham. Callaghan's public debate on education, for instance…
Abstract
We talk a lot about the public debate in this or in that but for most of the time public debate is either listless or a sham. Callaghan's public debate on education, for instance, never got off the ground, for all the whipping into action it suffered. But today things are stirring, probably for the first time in this field of employment and vocational preparation. Politicians have picked up the topic as a live issue. Even so, it is too much to hope for that informed discussion on the subject could take place either in public or in Parliament, because of its complexity. Where the debate is most likely to take place is among the leading practitioners themselves. There has always been a steady stream of spirited communications to this journal in keeping with its leadership role and its independence. Some of these are simply personal letters to me telling me what is going off, putting me in the picture and, now and again, letting the cat out of the bag. Quite a few are intended to tell me where I am going wrong; sometimes, though more rarely, readers write to tell me where I have hit the nail on the head. A very large number are just encouraging me to keep up the good work, forming an unofficial supporters’ club. This steady stream has grown considerably as I have got into my stride with Operation Phoenix and it has now assumed the proportion of a continuous debate inside the human resources profession. All the contributions to this debate arise from the present turmoil in the field of training. Some of them represent the questioning going on in people's minds all over the world. All represent opinions and are the more interesting for that. It is useful to know how other practitioners are reacting to current events and ideas and so I have decided to publish some of this insiders' debate under the title of FORUM. Editor
Editor: Our editorial comment on the previous pages is strongly critical of YTS. This is, because we are just about the only dissenting voice and we feel that it is our duty to…
Abstract
Editor: Our editorial comment on the previous pages is strongly critical of YTS. This is, because we are just about the only dissenting voice and we feel that it is our duty to express it powerfully. There is an alternative or additional point of view which says that these young people are not responsible for their plight and it behoves us all to do whatever we can to mitigate it. ED SINGER wishes to put this point of view before readers.
This year, the Manpower Services Commission (MSC, UK) is introducing their new Youth Training Scheme. Some 41 pilot schemes have already been validated. This scheme, which is…
Abstract
This year, the Manpower Services Commission (MSC, UK) is introducing their new Youth Training Scheme. Some 41 pilot schemes have already been validated. This scheme, which is supported by both sides of industry, will give all young people under the age of 18 the opportunity to acquire a job‐related skill. To achieve this, employers will be subsidised to a total of a £1 billion. This investment will allow both the present Youth Opportunities Scheme and time‐serving apprenticeships to be replaced. By 1985, training to a certificate standard of performance will be available to employed and unemployed young people alike. This will emphasise the importance of the transition by the individual from school to work, and will move the last years of school life, as well as tertiary education, to a more vocationally oriented base. By developing a greater flexibility in those completing the training, it is anticipated that British practice will be brought into line with that found in Europe.
The summer rash of protest in our inner cities has resulted in a predictable spate of pious words from all points of the political spectrum. The blame is placed, according to…
Abstract
The summer rash of protest in our inner cities has resulted in a predictable spate of pious words from all points of the political spectrum. The blame is placed, according to one's political viewpoint, on recent Government policies, or on reds fomenting trouble under beds. The centre, moderate position appears to be that the explosion, like a rubbish tip about to burst into flame, has been a long time a‐building — and that it will take some time to develop policies to deal with the situation. This surely is a policy of despair, when much could be achieved immediately with the resources, experience and talent which are immediately to hand.
Training is a word which seems inadequate as a description of what should take place in industry and commerce to enable people to become more proficient and to learn while…
Abstract
Training is a word which seems inadequate as a description of what should take place in industry and commerce to enable people to become more proficient and to learn while performing work. It smacks too much of doing things to people, in the sense that if we train them they will somehow improve. All good teachers know that presenting knowledge is of no value unless the recipients are willing to profit from what they read or hear. In common parlance we often call this willingness ‘motivation’ and it is not uncommon to hear managers and others express their frustrations as ‘how can we motivate people to learn, or to improve or to be willing to do a fair day's work’. The short answer of course is that you can't. People can only motivate themselves. The best we can do is to create the conditions under which self‐motivation is likely to take place. The appropriate conditions vary according to the prevailing social attitudes. When I was at school my history master had a habit of pulling the hairs above the ears of any boy who was incapable of regurgitating the dates and we were strongly motivated to learn them. Some may feel that we have swung too far the other way in allowing groups of children to learn by discovery methods at their own pace. Their so‐called motivation to learn by these methods is often eclipsed by the even greater motivation to pull the hair of the little monster who is nearest. In any event we need to remember that motivation to learn requires a person both to understand the relevance of what he is supposed to master, and also that discovery methods will work only if the person who is supposed to do the discovering already possesses some knowledge upon which he can base his ‘discoveries’.
Reference librarians in various library settings are often assigned responsibilities for training students, support staff, or other new professionals, a task for which they rarely…
Abstract
Reference librarians in various library settings are often assigned responsibilities for training students, support staff, or other new professionals, a task for which they rarely have sufficient professional education. This bibliography recommends readings on topics that will assist reference librarians in understanding the philosophy of staff development. The readings listed here cover subjects such as: establishing an atmosphere that facilitates learning, assessing training needs, describing competent performance, writing clear and specific objectives, selecting appropriate training methods, maintaining skills and providing feedback, and evaluating the effectiveness of a training program.
A new report Experience is not enough, produced by the National Institute for Careers Education and Counselling and published by the Manpower Services Commission, is critical of…
Abstract
A new report Experience is not enough, produced by the National Institute for Careers Education and Counselling and published by the Manpower Services Commission, is critical of training provision made available to adult staff employed through the Youth Opportunities Programme. The report is based on a review of training relevant to the guidance and support role of YOP staff. Among the provisions covered is the caring/guidance component of the City & Guilds 926 Award, courses tutored by MSC staff, and courses provided by organisations like the Counselling & Career Development Unit (CCDU), National Association for the Care & Resettlement of Offenders (NACRO), and NICEC itself. The existing situation is criticised as being very patchy, with the degree of provision varying greatly from one geographical region to another. Of particular concern is the almost total non‐involvement of staff working on WEEP schemes. Principal points to emerge are:
INDUSTRY and the economy are, as we well know, in a parlous state in Great Britain at present. Since a three‐day working week is the normal condition to‐day one may be accused of…
Abstract
INDUSTRY and the economy are, as we well know, in a parlous state in Great Britain at present. Since a three‐day working week is the normal condition to‐day one may be accused of a wry sense of humour if one mentions productivity. Clearly the nation's ontput is far less than it could be. Why, then, stress the need for still more productivity under such conditions ?
SINCE this is the last time I shall write this page as editor of Work Study I crave your forbearance if it tends to have a more personal note than usual. Of necessity…
Abstract
SINCE this is the last time I shall write this page as editor of Work Study I crave your forbearance if it tends to have a more personal note than usual. Of necessity communication through the printed word lacks the intimacy of personal contact. After fifteen years of writing for the same readership I sometimes feel the intense curiosity Bernard Shaw revealed in a letter to a schoolgirl which I was privileged to read. ‘I confess’ he wrote, ‘that I should even like to know what sort of looking animal you are.’
Anthony Lavers and Alistair MacFarquhar
Explores judicial attitudes in professional negligence casesaffecting liability for property investment advice. Focuses on thestandard of work required to discharge the legal duty…
Abstract
Explores judicial attitudes in professional negligence cases affecting liability for property investment advice. Focuses on the standard of work required to discharge the legal duty of care and on apparent contradictions in approach by the courts. Reviews a series of cases which are taken to exhibit traditional attitudes to professional liability and studies modern cases which are irreconcilable with those attitudes. Includes liability to third party mortgagors and to third party mortgagees in an analysis of the duty of care, and considers the implications of the perceived expansion of the advisor′s professional duties, which include potential conflicts of interest and the dichotomy between the standards current among professionally qualified and unqualified practitioners. Suggests that judicial attitudes are influential in shaping the practice of property investment advice, but that this intervention is fraught with difficulties as it creates uncertainty among professional advisors about the nature of the tasks undertaken.