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This chapter re-examines the growth potential of Africa's small-scale economy at the end of the 1990s in light of African economic growth, structural adjustments affecting the small-scale sector and education and training institutions (both formal and informal), and trends in donor policy aimed at poverty eradication and pro-poor growth. National and development cooperation policies have both direct and indirect effects on small and micro-enterprises (SMEs) in the countries of the African continent. The productivity of the African small-scale economy is closely linked with the productivity of the economy as a whole and new trends in the donor community during the 1990s have the potential to increase external support for this sector. Both national and donor policies for the promotion of SMEs are accompanied by concerns about the appropriate role of education and training in SMEs. The authors explore existing policies and programs for small-scale pro-capitalist development and for developing the skills needed to sustain the sector.

The volume from which this chapter is taken is indexed at TD/TNC 67.245. Selected chapters are indexed from TD/TNC 67.246 to TD/TNC 67.249. Show less

Purpose - The purpose of this research is to show that a key aspect of learning and development of individual employees is that of self-directedness. This paper will consider the role of the leader in facilitating workforce development in terms of employees' self-directedness for learning. The research was designed to investigate the views that 'learning leaders' in organizations have towards the development of self-directedness in employees; and to identify strategies that are feasible in developing self-directedness in operating organizations. Design/methodology/approach - This paper draws on a national research project undertaken in 12 organizations in Australia, representing a range of sizes and a number of industry sectors. Data collection involved interviewing learning and development managers in each organization to gauge the relative feasibility of the implementation of a number of pre-identified strategies designed to develop self-directedness among employees within operating work environments. Findings - The research showed that: learning managers and leaders were generally well disposed towards the development of self-directedness, and some had already moved to do so; and identified a number of possible strategies for implementation of varying degrees of feasibility. The paper will consider these findings in relation to the concept of a 'learning leader'. Research limitations/implications - Although the research was conducted in a diverse set of 12 enterprises, applicability of the results across an even wider set of enterprises would need to be tested. Originality/value - The findings of this research provide guidance to learning and development personnel on feasible strategies to use within their own organization to assist with the development of self-directed learning among employees.

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Participants from government bodies, training organisations and educational establishments attended the IRIS Belgian seminar. A wide range of issues were addressed, ranging from the impact on training initiatives of devolution of power from national to regional level in Belgium, to the effects of 1992 on women's employment in Belgium and elsewhere in the European community. The seminar concluded that to reintegrate long-term unemployed women, training must meet the requirements of the labour market. Training for work in male sectors of the economy or in close cooperation with enterprises for specific jobs within companies themselves were some of the ideas proposed. Providing women with the necessary skills and support to create their own businesses was another suggestion on how women's potential could be better used. Show less

The paper argues that the emergence of a new mode of production - co-configuration is generating new modes of expertise that EU policies for lifelong learning (LLL) are not designed to support professionals to develop. It maintains that this change can be seen most clearly when we analyse Small and Medium Size (SMEs) enterprises in the creative industries. Drawing on concepts from Political Economy - ‘Moebius strip enterprise/expertise’ and Cultural Historical Activity Theory - ‘project-object’ and the ‘space of reasons’, the paper highlights conceptually and through a case study of an SME in the creative industries what is distinctive about the new modes of expertise, before moving on to reconceptualise expertise and learning and to consider the implications of this reconceptualisation for EU policies for lifelong learning. The paper concludes that the new challenge for LLL is to support the development of new forms of expertise that are difficult to credentialise, yet, are central to the wider European goal of realising a knowledge economy.

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Ireland's economy is strong and there is a commitment to human resource development. However, in spite of the favourable economic environment, unemployment continues to be a problem. In recent years, training and development has seen the emergence of partnership arrangements between the State, employers, trade unions and the farming community. This paper discusses the Irish approach to innovation in the field of training partnerships between the State and enterprise.

This paper is part of a collection of papers produced under the research program 'Strategic training partnerships between state and enterprises'. This research program, undertaken between 1995-97 by the Training Policies and Systems Branch (POLFORM) of the ILO, includes case studies from: Australia, Chile, Denmark, France, Germany, India, Ireland, Ivory Coast, Japan, Malaysia, South Africa, Spain, United Kingdom and the United States. Individual papers are indexed from TD/APSDIN 45.13 to TD/APSDIN 45.19, at TD/APSDIN 49.03, TD/TNC 55.195, TD/TNC 57.62, and from TD/TNC 65.279 to TD/TNC 65.287. Show less

This CEDEFOP initiated study provides a global picture of in-company human resource development strategies and trends in qualifications and competence development. It is a comparative analysis of the subsidiaries of three multinational companies: Xerox; Glaxo Wellcome; and AXA Nordstern Colonia. The study shows that little agreement exists about working cultures and that despite the prevailing and even increasing consensus on the basic need to invest in employees and their training, the exact form of this investment and when, where and how it should be implemented, remain largely unanswered. The report is structured as follows: the first chapter provides an overview of the study, the theoretical background and European trends, and the methodology; chapter two provides a case study of Glaxo Wellcome; chapter three looks at Xerox (the document company); chapter four the AXA group; chapter five provides the conclusions; and the final chapter is a reference list. Show less

In 1994, the rate of economic growth in Asia and the Pacific continued to exceed that of every other region in the world. This economic growth, however, has not necessarily meant that social and labour conditions have improved. On the contrary, they have tended to stagnate. In some cases, conditions have even worsened.

This review of ILO activities in the Asian and Pacific region covers the various regional programmes and projects in all ILO areas of responsibility. Show less

The conduct of enterprises is crucial to the natural environment's well-being and to a just transition. Most enterprises, including small ones, are implementing measures to reduce waste and carbon emissions; in the majority of cases this entails no cost or even a reduction in production costs. Measures to green the places where people carry out their work are an integral part of the greening of enterprises and are important to both workers and employers. But more needs to be done to help enterprises and workplaces become green and be productive in environmentally sustainable ways. Innovative tools and solutions to make enterprises greener are highlighted in this report, including measures for small enterprises in developing countries as well as the role of social dialogue.

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Purpose - This paper examines the way social class influences the relationship between business mentors and small business owner-managers. Design/methodology/approach - The paper is based on the author’s experience of mentoring businesses with The Prince’s Trust. Three businesses were selected as cases. The methodological approach involved participant-observation over an extended period of time. These observations were supplemented by semi-structured interviews. Findings - The paper focuses on Bourdieu’s concepts of habitus and cultural capital as key influences on the values and dispositions of owner-managers. The working class owner-managers in this study lacked a future orientation and as a result ‘lived for today’. They also had a fatalistic attitude to life arising from both their experience and an understanding of their ‘position’ in society. Low aspiration levels were also evident in the way the owner-managers in this study viewed ambition as ‘pretentious’ and ‘getting above oneself’. In addition, they resisted the idea of being ‘rational’ and preferred to utilise informal or ‘hot’ information. Practical implications - This paper concludes that professionals should resist adopting a ‘deficit model’ that automatically assumes the values of the mentor are superior to those of the owner-manager. In order to avoid this it is suggested that professionals should adopt a reflexive approach in their relationships with clients. Originality/value - It could be argued that other factors besides social class will influence the owner-manager/business mentor relationship and the way these businesses are run. However, a focus on social class was felt to be appropriate because of its neglect in small business research.

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Purpose - This paper aims to examine the variety of approaches to curriculum development for enterprise education developed for schools, further, and higher education under an Entrepreneurship Action Plan in Wales and to consider the sustainability issues for delivery in these sectors. Design/methodology/approach - This investigation adopted a case study approach that obtained post-development information obtained from stakeholders in curriculum development in the three sectors based on semi-structured interviews. The paper presents an analysis of the curriculum development initiatives in schools, further and higher education based on a three-stage categorisation model: inspiration, information and implementation and activities involving cross-sector approaches. Findings - Stakeholders generally provided positive feedback toward the curriculum development material from each sector. Curriculum development applied to fostering enterprising qualities and practical support produced a broad span of diverse actions across Wales covering inspiring, information and implementation. There are consistent threads in enterprise content of attitude, creativity, relationships and organisation. Curriculum content needs to be maintained and updated in a sustainable way and a sustainability framework is proposed together with a set of recommendations for each sector. Practical implications - Suggestions on how to further strengthen and develop the sustainability of enterprise education programmes are provided for the three sectors: schools, further, and higher education, for example, through centralised curriculum support, the extension of credit-based courses and structured staff development for stakeholders. Originality/value - Enterprise education is acknowledged to have an influence on the knowledge, skills and attitudes of students and can contribute to entrepreneurship. Curriculum development in enterprise education enables educational institutions to stimulate interest of students and to foster entrepreneurial qualities among potential entrepreneurs in society. Approaches to curriculum development for three educational sectors are examined, categorised and recommendations advanced for sustaining such enterprise education programmes over an extended period of time.

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