Detailed case studies of leading companiessuch as Xerox, General Electric, Goodyear, and Manpower, Inc.show how innovative training practices make organizations more competitive. Illustrates how effective programs can help companies utilize the latest manufacturing, production, communication, and service technologies. A companion to TrainingThe Competitive Edge.
Detailed case studies of leading companiessuch as Xerox, General Electric, Goodyear, and Manpower, Inc.show how innovative training practices make organizations more competitive. Illustrates how effective programs can help companies utilize the latest manufacturing, production, communication, and service technologies. A companion to TrainingThe Competitive Edge.Hinweis: Dieser Artikel kann nur an eine deutsche Lieferadresse ausgeliefert werden.
Jill Casner-Lotto, Director of the Community College Consortium, is a writer and research analyst with over 25 years' experience in workforce development topics, including various human resources and labor-management issues.
Inhaltsangabe
PrefaceThe Authors Introduction: How Leading Companies Are Reshaping Their TrainingStrategies Part One: Aligning Training Strategy with Corporate Goals 1. The Travelers Corporation: Expanding Computer Literacy in theOrganization 2. Keeping Track of Training Quality and Costs: New-EnglandTelephone 3. The Motorola Training and Education Center: Keeping the CompanyCompetitive 4. Corning Glass Works: Total Quality as a Strategic Response 5. American Transtech: Learning as Part of the Job 6. Improving Operations and Employee Opportunity Through TechnicalTraining: Gilroy Foods, Inc. Part Two: Continuous Learning for All Employees 7. A Participative Approach to a Technological Challenge: GeneralElectric's Aerospace Electronic Systems Department 8. Training and Development at General Foods: A ParticipativeProcess 9. Training in a Team Environment: S. B. Thomas, Inc. 10. Pacific Bell and Communications Workers of America: Retrainingfor the Computer Age Part Three: Manufacturer-User Training Partnerships 11. Learning from Customers: Control Data Corporation's TrainingAdvisory Board 12. A Proactive Approach Toward HighTechnology Training: GeneralMotor's Linden, New Jersey, Plant 13. Goodyear Tire and Rubber Company: Building a TrainingCommitment into the Contract 14. Ford Sharonville: An Emphasis on User-VAndor Cooperation 15. The VAndor's Role in Training to Support Computer IntegratedManufacturing: Caterpiller Inc. 16. Miller Brewing Company and Amatrol: A Succesful Partnership inTraining for New Technology Part Four: Designing and Delivering Training Cost-Effectively 17. Achieving Cost Savings and Quality Through Education: IBM'sSystems Approach 18. Manpower Temporary Services: Keeping Ahead of theCompetition 19. Reducing Maintenance Costs Through Supervisory Education andInvolvement: Travenol Laboratories, Inc. 20. A Training Consortium: General Motors' Automative ServiceEducational Program 21. National Technological University: Learning by Satellite Part Five: Combining Continuous Learning and EmploymentSecurity 22. Xerox's Critical Skills Training Program: A Commitment toRetraining Pays Off 23. Linking Retraining with Job and Income Security: The PackardElectric Experience 24. General Electric, Fort Wayne, Indiana: High Tech Comes to theRust Belt 25. Pacific Northwest Bell: A Job Skills Bank 26. Hewlett-Packard: Partnerships for New Careers ReferencesIndex
PrefaceThe Authors Introduction: How Leading Companies Are Reshaping Their TrainingStrategies Part One: Aligning Training Strategy with Corporate Goals 1. The Travelers Corporation: Expanding Computer Literacy in theOrganization 2. Keeping Track of Training Quality and Costs: New-EnglandTelephone 3. The Motorola Training and Education Center: Keeping the CompanyCompetitive 4. Corning Glass Works: Total Quality as a Strategic Response 5. American Transtech: Learning as Part of the Job 6. Improving Operations and Employee Opportunity Through TechnicalTraining: Gilroy Foods, Inc. Part Two: Continuous Learning for All Employees 7. A Participative Approach to a Technological Challenge: GeneralElectric's Aerospace Electronic Systems Department 8. Training and Development at General Foods: A ParticipativeProcess 9. Training in a Team Environment: S. B. Thomas, Inc. 10. Pacific Bell and Communications Workers of America: Retrainingfor the Computer Age Part Three: Manufacturer-User Training Partnerships 11. Learning from Customers: Control Data Corporation's TrainingAdvisory Board 12. A Proactive Approach Toward HighTechnology Training: GeneralMotor's Linden, New Jersey, Plant 13. Goodyear Tire and Rubber Company: Building a TrainingCommitment into the Contract 14. Ford Sharonville: An Emphasis on User-VAndor Cooperation 15. The VAndor's Role in Training to Support Computer IntegratedManufacturing: Caterpiller Inc. 16. Miller Brewing Company and Amatrol: A Succesful Partnership inTraining for New Technology Part Four: Designing and Delivering Training Cost-Effectively 17. Achieving Cost Savings and Quality Through Education: IBM'sSystems Approach 18. Manpower Temporary Services: Keeping Ahead of theCompetition 19. Reducing Maintenance Costs Through Supervisory Education andInvolvement: Travenol Laboratories, Inc. 20. A Training Consortium: General Motors' Automative ServiceEducational Program 21. National Technological University: Learning by Satellite Part Five: Combining Continuous Learning and EmploymentSecurity 22. Xerox's Critical Skills Training Program: A Commitment toRetraining Pays Off 23. Linking Retraining with Job and Income Security: The PackardElectric Experience 24. General Electric, Fort Wayne, Indiana: High Tech Comes to theRust Belt 25. Pacific Northwest Bell: A Job Skills Bank 26. Hewlett-Packard: Partnerships for New Careers ReferencesIndex
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