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• W245715299 abstract "This paper reviews the current status of in-service training policies (including funding), systems, and methodologies in order to identify issues the World Bank could address in developing investment policies and strategies. It gives particular attention to training in enterprises, identifying and analyzing the issues and factors that constrain or support enterprise-based training systems. The paper reviews experience in a variety of countries on the financing of training and suggests a way to achieve, in stages, a more equitable balance between the sta.e and the enterprise. Some of the main conclusions of the paper are as follows: 1. A learning profile' is needed as a simple model ta help individual enterprises properly balance their use of internal and external training arrangements. 2. Enterprises, however small, should devise realistic corporate training policies as a basis for develo)Lng annual manpower and training plans. 3. Training development agencies in both developed and developing countries can play an important role in advising individual enterprises about their training arrangements. 4. The role of,the trainer in an enterprise is uneergoing important and interessing developments, which have major implications for the training of the trainer. 5. The way training contributes to the performance of an enterprise should be approached from the viewpoint of employers and training outputs should be measured by their yardsticks. 6. The design of training systems should include motivating factors, including direct financial incentives. 7. Small firms, particularly those that are growing quickly, need to develop tailor-made, in-house training provisions rather than using external or 'packaged solutions. Getting sound advice on this subject is not easy, particularly in the developing countries where a group training association for small firms, managed by its own members, has not yet taken root. ENTERPRISE TRAINING IN DEVEWPED AND DEVELOPING COUNTRIES page A LEARNtNG PROFILEW FOR IN-SERVICE TRAINING . . . . . . . . . . . . . . 4 External Training Programmes . . . . . . . . . . . . . . . . . . . 4 Training Programmes Within Enterprises . . . . . . . . . . . . . . 7 Successful Training Either Externally or within the Enterprise . . 10 Achieving a Balance . . . . . . . . . . . . . . . . . . . . . . . . 14 TRAINING POLICY WITHIN AN ENTERPRISE . . . . . . . . . . . . . . . . . . 17 EXTERNAL TRAINING DEVELOPMENT AGENCIES . . . . . . . . . . . . . . . . . 20 RECRUITING AND RETAINING ENTERPRISE TRAINING STAFF . . . . . . . . . . . 23 THE CONTRIBUTION OF ENTERPRISE TRAINING . . . . . . . . . . . . . . . . . 27 THE IMBALANCE BETWEEN ON-THE-JOB AND OFF-THE-JOB TRAINING . . . . . . . . 30 INCENTIVES FOR TRAINERS AND TRAINEES ..... .. . . . . . .. . . . . 32 Trainees ....... . . 32 Trainers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 34 SPECIAL TRAINING PROBLEMS IN THE SMALL ENTERPRISE . . . . . . . . . . . . 36 FINANCING ENTERPRISE-BASED TRAINING . . . . . . . . . . . . . . . . . . . 38 SUMMARY AND CONCWSIONS . . . . . . . . . . . . . . . . . . . . . . . . . 41." @default.
• W245715299 created "2016-06-24" @default.
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• W245715299 date "1989-09-30" @default.
• W245715299 modified "2023-09-26" @default.
• W245715299 title "Enterprise training in developed and developing countries" @default.
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