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While the military have enjoyed certain advantages in the development of their training programs they have also operated under certain limitations caused by the necessity of building one of the largest military establishments in the world within 4 years. The Services have been faced with the need of adjusting their training programs to constantly changing conditions of warfare and the rapidly developing techniques of war making. What has been the fundamental planning approach which the Services have adopted in order to take advantage of the favorable conditions under which they have operated to offset in so far as possible the limiting conditions? The training programs of the Services have been based upon three points of approach: (1) The utilization of the most modern scientific testing and classification procedures whereby the skills and aptitudes of each serviceman are determined and used as a basis for this assignment to duty and to training; (2) The utilization of scientific job and operations analyses as the bases for curriculum building; and (3) The utilization of the tools and procedures of experiential learning to the utmost degree, as especially exemplified in the widespread use of training aids including audio-visual aids. The integration and correlation of these three basic procedures are in many ways the most interesting and thought-provoking aspect of military training. This review of the bases for the training programs of the Services is not to be construed as implying that the Army and Navy have neglected general training for those personal qualities which go to make a good soldier or sailor, or for leadership for those in responsible positions. The Committee has been interested for the most part, however, in those programs of "job training" in which training aids and devices have been principally used. A bibliography is included. Individual sections contain footnotes. [Best copy available has been provided.].
These 10 papers were commissioned for a conference to discuss such questions as: If the military has to restructure its work force, how easily will it manage this transition? How well will the affected employees do in the labor market? and How will the defense industry and educational institutions respond to the need for transition? After an introduction (Nevzer Stacey), the following papers are provided: "Cutting Recruits: A Profile of the Newly Unqualified" (David Boesel); "Crew Cuts: Effects of the Defense Drawdown on Minorities" (Janice Laurence); "Impact of the Military Drawdown on Youth Employment, Training, and Educational Opportunity" (David Grissmer); "Educational Resources Available for Transition of Servicemembers" (Clinton Anderson); "The Use of NOCTI (National Occupational Competency Testing Institute) Examinations to Assist Military Personnel Moving into the Civilian Work Force" (Scott Whitener); "Competency Requirements of Managerial Jobs in the Public and Private Sector: Similarities and Differences" (Joyce Shields, Joanne Adams); "Lessons from the Past: Mitigating the Effects of Military Cutbacks on Defense Workers" (Lois Lembo, Judith Philipson); "Firm-based Education and Training of Workers: A Case Study of the Xerox Corporation" (Burt Barnow, Amy Chasanov); "The Impact of Military Drawdowns on Student Assistance Programs" (Meredith Ludwig, Holly Hexter); and "Effect of Veterans Benefits on Veterans' Education and Earnings" (Joshua Angrist).