Download Free Continuing Training In Firms And Trainer Development In Italy Book in PDF and EPUB Free Download. You can read online Continuing Training In Firms And Trainer Development In Italy and write the review.

In Italy, all responsibility for vocational training has been delegated to the regions. At the regional level, three types of training are available: training for work, on-the-job training, and training under special state legislation. No obligation is placed on employers to train the work force. Most worker training is informal and conducted without recourse to any in-company training department. Medium-sized and large companies generally have their own training departments. In-company trainers have many or few functions, depending on the size of the organization. They may be managers, organizers, planners, full-time instructors, or part-time trainers. Channels of access to the training profession include training on the job and institutional training. Within companies, the training section tends to be in the personnel department. No real career process exists for an in-company trainer. The growing tendency is for a streamlined training section that assesses training needs and designs required courses. Training work is provided by outside consultants. At Unilever Italia, training is directed by a training board that consists of a number of managers and the directors of personnel of individual Unilever companies. The board's terms of reference are the analysis of training needs, formulation of annual plans, and supervision. A special feature of the Pirelli Group is that the training process is very extensive, affecting all levels from management to the shop floor. (YLB)
German legislation contains provisions on both initial and further vocational training. Three types of continuing training are distinguished: retraining, updating training, and upgrading training. Industries contribute the largest share of funding and participants to continuing training. In-company continuing training differs greatly according to the size of the company and economic sector in question. The organization of in-company training depends on the size, structure, and nature of the company. In small and medium-sized enterprises, the proprietor or personnel department is responsible for continuing training. In most large-scale enterprises, a central personnel or training unit is responsible; in some, continuing training is structured according to the divisional or matrix organization principle. Continuing training through networks is another organizational form used by small and medium-sized companies. Because the field is not formally regulated, formal qualifications and professional careers in continuing vocational training are quite varied. The field of responsibility and the related scope of continuing training personnel depend on the organizational position of the trainers' activities within the company. Future training needs include social skill training and an increasing proportion of enterprise-based training. (A 19-item bibliography and case studies of 2 companies that offer continuing training are included.) (YLB)
This document describes the training needs of in-company trainers of young people in Italy. Chapter 1 describes job training in Italy, the evolution of training processes, job training support methods, and the practical situation within the company. Chapter 2 describes the research methodology used, including interviews with more than 20 expert witnesses and responses of more than 100 company trainers to a structured questionnaire. Chapter 3 describes youth training and the trainer's role, training methods for new recruits, and the organization of training for young people. Chapter 4 provides the findings of the survey of in-company trainers. Chapter 5 describes potential problem areas for in-house trainers in the national context. Recommendations are provided in Chapter 6, with a summary of the project in Chapter 7. A 21-item bibliography in Italian is included. Appendices that are in the Italian version of the report are not included, but can be requested. (CML)
Major changes which have occurred since this book was first published have been included in this edition. In particular, the chapter on Germany has been substantially revised and now includes a separate section on easter Germany. The other five countries covered in the book have also witnessed changes in their business culture and these have been taken into consideration. This book examines the background to business practice in Europe of six major countries: Germany, France, Italy, the UK, Spain and the Netherlands. Each chapter tracks the commercial development of that country in the late 1970s, 1980s and early 1990s, focusing on the business environment, special features affecting business, and the response to the EC's single market. The business culture section in each is divided further into business and government, business and the economy, business and the law, business and finance, business and the labour market, business and trade unions and business training, education and development. The test is organized in such a manner to enable cross-referencing between countries, and maps have been included in the new edition.
This document on Italy is one of a series of five published by the European Centre for the Development of Vocational Training. The document includes a preface, two major parts, and two appendices. Part 1, the Italian context, includes three chapters. The first chapter describes small and medium-sized enterprises (SMEs) and craft firms in the Italian context. The second chapter describes the new training needs of SMEs. Trends in the strategy for responding to the training needs of SMEs and the new role of distance training are described in the third chapter. Part 2, the survey, includes four chapters. The first chapter describes the interview and case history methods used. The second chapter identifies the demand for distance training in Italy from SMEs and craft firms. The supply of distance training in Italy for SMEs and craft firms is described in the third chapter. The fourth chapter presents conclusions. Appendix 1 includes the names of people and their agencies interviewed and the names of contributors to the research. Appendix 2 includes a brief glossary of terms and six references in Italian and French. (CML)