Institutional Alternatives for High-Tech Training: The Case of ISVOR-FIAT. Training Discussion Paper No. 87.

Autor/in	Araujo e Oliveira, Joao Batista
Institution	International Labour Office, Geneva (Switzerland).
Titel	Institutional Alternatives for High-Tech Training: The Case of ISVOR-FIAT. Training Discussion Paper No. 87.
Quelle	(1992), (31 Seiten)Verfügbarkeit
Sprache	englisch
Dokumenttyp	gedruckt; Monographie
ISBN	92-2-108328-4
Schlagwörter	Adult Education; Corporate Education; Cost Effectiveness; Educational Planning; Educational Policy; Foreign Countries; Job Skills; Job Training; Labor Force Development; Needs Assessment; Proprietary Schools; Resource Allocation; Retraining; Technical Education; Technological Advancement + Suchen Sie Ihr Suchwort? Adult; Adults; Education; Adult basic education; Adult training; Erwachsenenbildung; Kosten-Nutzen-Analyse; Kosten-Nutzen-Denken; Bildungsplanung; Politics of education; Bildungspolitik; Ausland; Produktive Fertigkeit; Berufsqualifizierender Bildungsgang; Arbeitskräftebestand; Bedarfsermittlung; Ressourcenallokation; Umschulung; Technikunterricht; Technological development; Technologische Entwicklung
Abstract	ISVOR (Societa di Sviluppo e Addestramento Industriale) was incorporated in 1978 as an independent organization owned by Fiat to provide all training services. In 1988, in the area of technical training alone, ISVOR offered 534 different training programs to over 29,500 participants, in a total of approximately 348,000 man/days. Four characteristics of ISVOR highlight its strategic role in training for new work technologies. To interpret the needs of today while anticipating those of tomorrow, ISVOR undertakes several layers of planning activities. It analyzes the impact of new work technologies on organizational functions, analyzes further training needs associated with these new requirements, takes into consideration actual job descriptions in each plant, and makes external and internal pressures compatible. Before formulating its consolidated training program, ISVOR takes into consideration the specific training goals of each plant, compatibility with the overall training strategy of the group, and capacity of the institution to mobilize resources to respond to the demand for training. ISVOR uses a flexible training system that consists of the following elements: an integrated training structure; modular approach to the development of training; client-based, flexible approach to training delivery; and incorporation of computer- and video-based technologies. ISVOR's staffing patterns and practices help ensure self-renewal. The profile of staff is basically technical, the job description is broad, and staff development policies play a critical role. The development of ISVOR raises two issues: the changing of training institutions and the new challenges high technology brings to education and training institutions. (YLB)
Anmerkungen	International Labour Office, CH-1211 Geneva 22, Switzerland.
Erfasst von	ERIC (Education Resources Information Center), Washington, DC