Getting Hired, Getting Trained; A Study of Industry Practices and Policies on Youth Employment.

Institution	National Committee on Employment of Youth, Washington, DC.
Titel	Getting Hired, Getting Trained; A Study of Industry Practices and Policies on Youth Employment.
Quelle	(1965), (116 Seiten) PDF als Volltext kostenfreie Datei Verfügbarkeit
Dokumenttyp	gedruckt; online; Monographie
Schlagwörter	Apprenticeships; Bibliographies; Employer Attitudes; Females; High School Graduates; Industrial Training; Industry; Inplant Programs; Labor Market; Motivation; Off the Job Training; On the Job Training; Organization Size (Groups); Public Schools; School Districts; Surveys; Unskilled Workers; Vocational Education; Youth Employment; Connecticut; North Carolina; North Carolina (Charlotte); North Carolina (Winston Salem) + Suchen Sie Ihr Suchwort? Apprenticeship; Lehre; Arbeitgeberinteresse; Weibliches Geschlecht; High school; High schools; Graduate; Graduates; Oberschule; Absolvent; Absolventin; Betriebliche Berufsausbildung; Gewerblich-industrielle Ausbildung; Industriebetriebslehre; Industrie; Betriebliche Weiterbildung; Labour market; Arbeitsmarkt; psychologische; Motivation (psychologisch); Außerbetriebliche Weiterbildung; Training-on-the-Job; Organization size; Unternehmensgröße; Public school; Öffentliche Schule; School district; Schulbezirk; Survey; Umfrage; Befragung; Unskilled worker; Hilfsarbeiter; Ausbildung; Berufsbildung; Youth work; Jugendarbeit
Abstract	A study was made in 1964 in Hartford, Connecticut, and Winston-Salem and Charlotte, North Carolina, of prospects for employment and upgrading of young male entry workers. Few companies hired workers without a high school diploma; the majority required experience. Personal contact, public employment service, gate hires, and advertisements were the major means of hiring. There was a positive correlation between size of company and formal training; management training was the most common offering in large companies; in small companies training was more likely to center on specific skills. Some companies, particularly in Hartford, had formal apprenticeship systems; formal inplant programs were for females, or blue collar workers, or for specific jobs; 32 companies made use of community facilities, especially for tuition refund programs. The large majority of blue collar workers learned on the job. Employers felt there was need for improved basic education, extended preemployment occupational training, enhanced motivation, extension of on the job training, a positive labor market policy, change in the image of service jobs, and improved guidance. (Appendixes include a guide for semistructured employer interview and a selected bibliography on industrial training.) (eb)
Anmerkungen	Superintendent of Documents, U.S. Government Printing Office, Washington, D.C. 20402 ($.40)
Erfasst von	ERIC (Education Resources Information Center), Washington, DC