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At the same time, Marriott became more fussy about the people it recruited. It screened out job applicants motivated mainly by money: applicants which the company

pejoratively described as “pay first people”

Such people form a surprisingly small, though apparently disruptive, part of the service-industry workforce. Marriott found

in its employee-attitude surveys that only about 20% of its workers at Roy Rogers restaurants and about 30% of its workers at Marriott hotels regarded pay as their primary reason for working there

Many middle managers in service industries are more comfortable coping with demands for more money than with demands for increased recognition and

better communications

They will have to change their ways. Surveys say that when

13,000 employees in retail shops across America were asked to list in order the 18 reasons for working where they did, they ranked “good pay” third. In first place was “appreciation of work done”, with “respect for me as a person” second

Many middle managers in service industries are more comfortable coping with demands for more money than with demands for increased recognition and

better communications

They will have to change their ways. Surveys say that when

in its employee-attitude surveys that only about 20% of its workers at Roy Rogers restaurants and about 30% of its workers at Marriott hotels regarded pay as their primary reason for working there

The first high-flyer schemes were introduced in the 1960s and now many

13,000 employees in retail shops across America were asked to list in order the 18 reasons for working where they did, they ranked “good pay” third. In first place was “appreciation of work done”, with “respect for me as a person” second

Such people form a surprisingly small, though apparently disruptive, part of the service-industry workforce. Marriott found

sectors of commerce, industry and the civil service pick out their most promising younger managers as ‘high-flyers’

Many middle managers in service industries are more comfortable coping with demands for more money than with demands for increased recognition and

13,000 employees in retail shops across America were asked to list in order the 18 reasons for working where they did, they ranked “good pay” third. In first place was “appreciation of work done”, with “respect for me as a person” second

They will have to change their ways. Surveys say that when

sectors of commerce, industry and the civil service pick out their most promising younger managers as ‘high-flyers’

You find schemes of this kind mostly in large companies or groups of companies, where the fairly rigid career structure can only be broken by by-passing

better communications

The first high-flyer schemes were introduced in the 1960s and now many

the normal steps in the promotion ladder

The first high-flyer schemes were introduced in the 1960s and now many

13,000 employees in retail shops across America were asked to list in order the 18 reasons for working where they did, they ranked “good pay” third. In first place was “appreciation of work done”, with “respect for me as a person” second

They will have to change their ways. Surveys say that when

sectors of commerce, industry and the civil service pick out their most promising younger managers as ‘high-flyers’

You find schemes of this kind mostly in large companies or groups of companies, where the fairly rigid career structure can only be broken by by-passing

the normal steps in the promotion ladder

It can take a company many years to develop

a top-level manager, if he or she joins them straight from university. Such people must obtain wide experience in different parts of the company and this can take up to 20 years

You find schemes of this kind mostly in large companies or groups of companies, where the fairly rigid career structure can only be broken by by-passing

works for the company in different capacities, and is identified as a highflyer, can expect to reach top management at around the age of 40

The first high-flyer schemes were introduced in the 1960s and now many

the normal steps in the promotion ladder

This means that someone who joins the firm from university

sectors of commerce, industry and the civil service pick out their most promising younger managers as ‘high-flyers’

It can take a company many years to develop

a top-level manager, if he or she joins them straight from university. Such people must obtain wide experience in different parts of the company and this can take up to 20 years

It can take a company many years to develop

a top-level manager, if he or she joins them straight from university. Such people must obtain wide experience in different parts of the company and this can take up to 20 years

You find schemes of this kind mostly in large companies or groups of companies, where the fairly rigid career structure can only be broken by by-passing

works for the company in different capacities, and is identified as a highflyer, can expect to reach top management at around the age of 40

BP is one of the largest multinational companies in the world. It employs 130,000 people. It has 260 managers involved in its own ‘individual development programme’ who

will compete for 180 senior positions in the group

This means that someone who joins the firm from university

the normal steps in the promotion ladder

They don’t join the scheme until they are in their late 20s, by

a top-level manager, if he or she joins them straight from university. Such people must obtain wide experience in different parts of the company and this can take up to 20 years

This means that someone who joins the firm from university

which time they will have established themselves in their special field, they will have built up their professional reputation and they will have a record of high performance

It can take a company many years to develop

will compete for 180 senior positions in the group

BP is one of the largest multinational companies in the world. It employs 130,000 people. It has 260 managers involved in its own ‘individual development programme’ who

works for the company in different capacities, and is identified as a highflyer, can expect to reach top management at around the age of 40

This means that someone who joins the firm from university

will compete for 180 senior positions in the group

They don’t join the scheme until they are in their late 20s, by

of 15 senior managers

BP is one of the largest multinational companies in the world. It employs 130,000 people. It has 260 managers involved in its own ‘individual development programme’ who

works for the company in different capacities, and is identified as a highflyer, can expect to reach top management at around the age of 40

While they’re on the scheme (and this lasts 5 to 10 years) their progress is supervised by a committee

which time they will have established themselves in their special field, they will have built up their professional reputation and they will have a record of high performance

One of the main purposes of the scheme is to provide them with experience

outside their own field – in finance, working in an overseas division, or experience in information technology

They don’t join the scheme until they are in their late 20s, by

which time they will have established themselves in their special field, they will have built up their professional reputation and they will have a record of high performance

BP is one of the largest multinational companies in the world. It employs 130,000 people. It has 260 managers involved in its own ‘individual development programme’ who

will compete for 180 senior positions in the group

While they’re on the scheme (and this lasts 5 to 10 years) their progress is supervised by a committee

of 15 senior managers

While they’re on the scheme (and this lasts 5 to 10 years) their progress is supervised by a committee

of 15 senior managers

One of the main purposes of the scheme is to provide them with experience

which time they will have established themselves in their special field, they will have built up their professional reputation and they will have a record of high performance

They don’t join the scheme until they are in their late 20s, by

outside their own field – in finance, working in an overseas division, or experience in information technology

But high-flyer schemes have their

drawbacks, according to Heather Stewart, a management consultant

One of the main purposes of the scheme is to provide them with experience

outside their own field – in finance, working in an overseas division, or experience in information technology

One weakness is that you may be creating a management team who think and act in the same ways. That means, if your business changes, they

may not be able to meet the challenges

While they’re on the scheme (and this lasts 5 to 10 years) their progress is supervised by a committee

drawbacks, according to Heather Stewart, a management consultant

But high-flyer schemes have their

of 15 senior managers

As outsiders tend to be excluded as senior recruits, the company

may not be able to meet the challenges

One of the main purposes of the scheme is to provide them with experience

outside their own field – in finance, working in an overseas division, or experience in information technology

But high-flyer schemes have their

may be cutting itself off from a pool of talent which their competitors can draw on

One weakness is that you may be creating a management team who think and act in the same ways. That means, if your business changes, they

drawbacks, according to Heather Stewart, a management consultant

One weakness is that you may be creating a management team who think and act in the same ways. That means, if your business changes, they

may be cutting itself off from a pool of talent which their competitors can draw on

Another problem is that late-starters are also excluded – not everyone is at their peak in their 20s and such qualities

drawbacks, according to Heather Stewart, a management consultant

But high-flyer schemes have their

may not be able to meet the challenges

As outsiders tend to be excluded as senior recruits, the company

as experience and in-depth knowledge may be undervalued

One weakness is that you may be creating a management team who think and act in the same ways. That means, if your business changes, they

may not be able to meet the challenges

Another weakness is that women are often excluded from high-flyer schemes, since schemes identify high-flyers at the very time when women are most likely to have children: they

may be cutting itself off from a pool of talent which their competitors can draw on

Another problem is that late-starters are also excluded – not everyone is at their peak in their 20s and such qualities

as experience and in-depth knowledge may be undervalued

As outsiders tend to be excluded as senior recruits, the company

are forced to choose between career and family

Worst of all though is the resentment that

dedication – and clearly this is counter-productive

There have been

companies, where high-flyer schemes seem to be particularly controversial and divisive

This is particularly noticeable in medium-sized

... “various experiments”

Developing a sort of elite, a chosen few, within an organization is quite simply bad for company morale – it makes everyone else feel they are being undervalued and takes away their enthusiasm and

high-flyers create among other managers who aren’t chosen to be highflyers

Developing a sort of elite, a chosen few, within an organization is quite simply bad for company morale – it makes everyone else feel they are being undervalued and takes away their enthusiasm and

dedication – and clearly this is counter-productive

This is particularly noticeable in medium-sized

companies, where high-flyer schemes seem to be particularly controversial and divisive

I’m contemplating applying for my fifty-first job. It’s been a long time since I wasted stamp money this way. In fact, when I reached the fiftieth without success I

high-flyers create among other managers who aren’t chosen to be highflyers

Worst of all though is the resentment that

decided to abandon job-hunting and got out my pen to scratch a living instead

Worst of all though is the resentment that

dedication – and clearly this is counter-productive

But there’s another wildly exciting job in the paper today, “salary Ј12,500–16,250 according

high-flyers create among other managers who aren’t chosen to be highflyers

I’m contemplating applying for my fifty-first job. It’s been a long time since I wasted stamp money this way. In fact, when I reached the fiftieth without success I

to age and experience”

Developing a sort of elite, a chosen few, within an organization is quite simply bad for company morale – it makes everyone else feel they are being undervalued and takes away their enthusiasm and

decided to abandon job-hunting and got out my pen to scratch a living instead

But there’s another wildly exciting job in the paper today, “salary Ј12,500–16,250 according

decided to abandon job-hunting and got out my pen to scratch a living instead

Worst of all though is the resentment that

to age and experience”

The good news is the pay, the bad news is that damning little phrase “according to age and experience”

which means I won’t get the job

I’m contemplating applying for my fifty-first job. It’s been a long time since I wasted stamp money this way. In fact, when I reached the fiftieth without success I

high-flyers create among other managers who aren’t chosen to be highflyers

But there’s another wildly exciting job in the paper today, “salary Ј12,500–16,250 according

to age and experience”

It’s not that I have more age than

decided to abandon job-hunting and got out my pen to scratch a living instead

The good news is the pay, the bad news is that damning little phrase “according to age and experience”

experience – I’ve led an incident-packed existence. Unfortunately it’s not all related to a single-strand career structure

I’m contemplating applying for my fifty-first job. It’s been a long time since I wasted stamp money this way. In fact, when I reached the fiftieth without success I

which means I won’t get the job

The good news is the pay, the bad news is that damning little phrase “according to age and experience”

degree in criminology

Journalist, temp, company director, wife and mother, market researcher, and now, at thirty-something, I’m trying to use my Cambridge

to age and experience”

It’s not that I have more age than

which means I won’t get the job

But there’s another wildly exciting job in the paper today, “salary Ј12,500–16,250 according

experience – I’ve led an incident-packed existence. Unfortunately it’s not all related to a single-strand career structure

Journalist, temp, company director, wife and mother, market researcher, and now, at thirty-something, I’m trying to use my Cambridge

degree in criminology

I’m a victim of the sliding pay-scale. Employers

experience – I’ve led an incident-packed existence. Unfortunately it’s not all related to a single-strand career structure

The good news is the pay, the bad news is that damning little phrase “according to age and experience”

which means I won’t get the job

It’s not that I have more age than

can obtain a fresh 22-year-old graduate to train a lot cheaper than me. Yet I’m the ideal employee: stable, good-humoured, child-bearing behind me, looking for 25-plus years of steady pensionable employment

Ageism is everywhere. It’s much more prevalent than sexism in the job market, or that’s how

experience – I’ve led an incident-packed existence. Unfortunately it’s not all related to a single-strand career structure

Journalist, temp, company director, wife and mother, market researcher, and now, at thirty-something, I’m trying to use my Cambridge

it seems from where I’m standing. Even the BBC is a culprit

I’m a victim of the sliding pay-scale. Employers

can obtain a fresh 22-year-old graduate to train a lot cheaper than me. Yet I’m the ideal employee: stable, good-humoured, child-bearing behind me, looking for 25-plus years of steady pensionable employment

It’s not that I have more age than

degree in criminology

Ageism is everywhere. It’s much more prevalent than sexism in the job market, or that’s how

and promotion, irrespective of sex, marital status, creed, colour, race or ethnic origin, and the BBC is committed to the development and promotion of such equality of opportunity

Journalist, temp, company director, wife and mother, market researcher, and now, at thirty-something, I’m trying to use my Cambridge

can obtain a fresh 22-year-old graduate to train a lot cheaper than me. Yet I’m the ideal employee: stable, good-humoured, child-bearing behind me, looking for 25-plus years of steady pensionable employment

Their appointments brochure says: “The BBC’s personnel policies are based on equal opportunities for all ... This applies to ... opportunity for training

degree in criminology

I’m a victim of the sliding pay-scale. Employers

it seems from where I’m standing. Even the BBC is a culprit

Ageism is everywhere. It’s much more prevalent than sexism in the job market, or that’s how

can obtain a fresh 22-year-old graduate to train a lot cheaper than me. Yet I’m the ideal employee: stable, good-humoured, child-bearing behind me, looking for 25-plus years of steady pensionable employment

Their appointments brochure says: “The BBC’s personnel policies are based on equal opportunities for all ... This applies to ... opportunity for training

sexism, racism, and handicappism because even the oppressed seem to accept the discrimination

I’m a victim of the sliding pay-scale. Employers

it seems from where I’m standing. Even the BBC is a culprit

Ageism is lagging behind

and promotion, irrespective of sex, marital status, creed, colour, race or ethnic origin, and the BBC is committed to the development and promotion of such equality of opportunity

The public and private sectors are obsessed with attracting young high-flyers. Yet there are many

professions that would benefit from the maturity and stability the older entrant can bring. This is recognized by the Probation Service, for example, who welcome experienced adults looking for a second career

Ageism is lagging behind

and promotion, irrespective of sex, marital status, creed, colour, race or ethnic origin, and the BBC is committed to the development and promotion of such equality of opportunity

Their appointments brochure says: “The BBC’s personnel policies are based on equal opportunities for all ... This applies to ... opportunity for training

it seems from where I’m standing. Even the BBC is a culprit

Ageism is everywhere. It’s much more prevalent than sexism in the job market, or that’s how

sexism, racism, and handicappism because even the oppressed seem to accept the discrimination

Ageism is lagging behind

and promotion, irrespective of sex, marital status, creed, colour, race or ethnic origin, and the BBC is committed to the development and promotion of such equality of opportunity

Their appointments brochure says: “The BBC’s personnel policies are based on equal opportunities for all ... This applies to ... opportunity for training

sexism, racism, and handicappism because even the oppressed seem to accept the discrimination

The armed services and police, perhaps, could think about strenuous aptitude and fitness tests rather than imposing

a blanket upper limit on entrants which is arbitrarily and variously fixed between 28 and 33. The administrative grade of the Civil Service assumes the rot sets in at 32

The public and private sectors are obsessed with attracting young high-flyers. Yet there are many

professions that would benefit from the maturity and stability the older entrant can bring. This is recognized by the Probation Service, for example, who welcome experienced adults looking for a second career

The British are increasingly at risk. The chances of their jobs

a blanket upper limit on entrants which is arbitrarily and variously fixed between 28 and 33. The administrative grade of the Civil Service assumes the rot sets in at 32.

The armed services and police, perhaps, could think about strenuous aptitude and fitness tests rather than imposing

professions that would benefit from the maturity and stability the older entrant can bring. This is recognized by the Probation Service, for example, who welcome experienced adults looking for a second career

The public and private sectors are obsessed with attracting young high-flyers. Yet there are many

disappearing, of their incomes falling, of their homes being repossessed or being impossible to sell, of their families breaking up, of their networks of friendships disintegrating, have not been higher since the war

Ageism is lagging behind

sexism, racism, and handicappism because even the oppressed seem to accept the discrimination

The British are increasingly at risk. The chances of their jobs

disappearing, of their incomes falling, of their homes being repossessed or being impossible to sell, of their families breaking up, of their networks of friendships disintegrating, have not been higher since the war

The armed services and police, perhaps, could think about strenuous aptitude and fitness tests rather than imposing

professions that would benefit from the maturity and stability the older entrant can bring. This is recognized by the Probation Service, for example, who welcome experienced adults looking for a second career

The public and private sectors are obsessed with attracting young high-flyers. Yet there are many

a blanket upper limit on entrants which is arbitrarily and variously fixed between 28 and 33. The administrative grade of the Civil Service assumes the rot sets in at 32.

On top of the long-standing concerns about the growing gap between rich and poor, there is an increasing awareness of a new range of risks that are bringing fresh

patterns of social distress and exclusion

On top of the long-standing concerns about the growing gap between rich and poor, there is an increasing awareness of a new range of risks that are bringing fresh

patterns of social distress and exclusion

Unemployment and low pay are no longer the sole measures of inequality and lack of social well-being; with

a blanket upper limit on entrants which is arbitrarily and variously fixed between 28 and 33. The administrative grade of the Civil Service assumes the rot sets in at 32.

The armed services and police, perhaps, could think about strenuous aptitude and fitness tests rather than imposing

the rise of new forms of casualized, temporary and contract forms of employment, even those on average incomes and above can become victims of pressures beyond their control

The British are increasingly at risk. The chances of their jobs

disappearing, of their incomes falling, of their homes being repossessed or being impossible to sell, of their families breaking up, of their networks of friendships disintegrating, have not been higher since the war

The British are increasingly at risk. The chances of their jobs

the rise of new forms of casualized, temporary and contract forms of employment, even those on average incomes and above can become victims of pressures beyond their control

Unemployment and low pay are no longer the sole measures of inequality and lack of social well-being; with

their social networks

They too can be left partially or completely excluded from

disappearing, of their incomes falling, of their homes being repossessed or being impossible to sell, of their families breaking up, of their networks of friendships disintegrating, have not been higher since the war

On top of the long-standing concerns about the growing gap between rich and poor, there is an increasing awareness of a new range of risks that are bringing fresh

patterns of social distress and exclusion

They too can be left partially or completely excluded from

their social networks

Unemployment and low pay are no longer the sole measures of inequality and lack of social well-being; with

and as companies have come under intense and growing pressure from pension funds and insurance company shareholders to deliver the highest financial returns in the industrialized world

On top of the long-standing concerns about the growing gap between rich and poor, there is an increasing awareness of a new range of risks that are bringing fresh

the rise of new forms of casualized, temporary and contract forms of employment, even those on average incomes and above can become victims of pressures beyond their control

More and more risk has accrued on workforces as successive Employment Acts have reduced employee protection

patterns of social distress and exclusion

Unemployment and low pay are no longer the sole measures of inequality and lack of social well-being; with

and as companies have come under intense and growing pressure from pension funds and insurance company shareholders to deliver the highest financial returns in the industrialized world

More and more risk has accrued on workforces as successive Employment Acts have reduced employee protection

the rise of new forms of casualized, temporary and contract forms of employment, even those on average incomes and above can become victims of pressures beyond their control

Companies can profitably manage the ebb and flow of demand

over the business cycle if they reduce their core staff to a minimum and hire additional workers on contracts which will allow them to be shed quickly if times get rough

They too can be left partially or completely excluded from

their social networks

They too can be left partially or completely excluded from

and as companies have come under intense and growing pressure from pension funds and insurance company shareholders to deliver the highest financial returns in the industrialized world

The company bears less risk. The risk is borne by their

fluctuating labour force

Companies can profitably manage the ebb and flow of demand

over the business cycle if they reduce their core staff to a minimum and hire additional workers on contracts which will allow them to be shed quickly if times get rough

More and more risk has accrued on workforces as successive Employment Acts have reduced employee protection

their social networks

Companies can profitably manage the ebb and flow of demand

and as companies have come under intense and growing pressure from pension funds and insurance company shareholders to deliver the highest financial returns in the industrialized world

The famous example is of Burger King, where young workers clocked on when customers appeared; this reduced their wages to a derisory level but ensured

over the business cycle if they reduce their core staff to a minimum and hire additional workers on contracts which will allow them to be shed quickly if times get rough

More and more risk has accrued on workforces as successive Employment Acts have reduced employee protection

fluctuating labour force

The company bears less risk. The risk is borne by their

that they were only paid for the minutes they were needed

Companies can profitably manage the ebb and flow of demand

over the business cycle if they reduce their core staff to a minimum and hire additional workers on contracts which will allow them to be shed quickly if times get rough

The company bears less risk. The risk is borne by their

fluctuating labour force

There has been a marked growth in forms of work that

that they were only paid for the minutes they were needed

The famous example is of Burger King, where young workers clocked on when customers appeared; this reduced their wages to a derisory level but ensured

are not ‘tenured’. With full-time workers only qualifying for tenure after two years, the recent pick-up in full-time work means little

There has been a marked growth in forms of work that

are not ‘tenured’. With full-time workers only qualifying for tenure after two years, the recent pick-up in full-time work means little

The company bears less risk. The risk is borne by their

within two years as easily as they were hired

They can be laid off

that they were only paid for the minutes they were needed

The famous example is of Burger King, where young workers clocked on when customers appeared; this reduced their wages to a derisory level but ensured

fluctuating labour force

They can be laid off

within two years as easily as they were hired

The famous example is of Burger King, where young workers clocked on when customers appeared; this reduced their wages to a derisory level but ensured

of market share and financial distress

Even those employers who want to hold out against the new trends are forced to conform. If they allow their wage costs to rise above the industry average, they face loss

are not ‘tenured’. With full-time workers only qualifying for tenure after two years, the recent pick-up in full-time work means little

There has been a marked growth in forms of work that

that they were only paid for the minutes they were needed

There has been a marked growth in forms of work that

within two years as easily as they were hired

Even those employers who want to hold out against the new trends are forced to conform. If they allow their wage costs to rise above the industry average, they face loss

are not ‘tenured’. With full-time workers only qualifying for tenure after two years, the recent pick-up in full-time work means little

Market testing, contracting-out, downsizing

and delayering are steadily transferring workers into much less secure work patterns

They can be laid off

of market share and financial distress

Apprenticeships have to be provided

by the employer, and both employer and employee are bound by the apprenticeship indentures

Certain skilled jobs are the exclusive preserve of workers who have qualified by apprenticeship and others wishing to carry out this work are either prevented from doing so by the established

be a minority form of work

By the year 2000, full-time tenured employment, around which stable family life has been constructed along with the capacity to service 25 year mortgages, will

workers or have to work at lower rates of pay

This entails entering into an apprenticeship

which results in ultimate entry into a recognised skilled trade or craft

This is for less skilled workers and for

which results in ultimate entry into a recognised skilled trade or craft

Certain skilled jobs are the exclusive preserve of workers who have qualified by apprenticeship and others wishing to carry out this work are either prevented from doing so by the established

workers or have to work at lower rates of pay

This entails entering into an apprenticeship

those trades where no formal apprenticeship schemes exist. Instruction is given on the shop floor, often supplemented by the worker’s attendance at a technical college

By the year 2000, full-time tenured employment, around which stable family life has been constructed along with the capacity to service 25 year mortgages, will

be a minority form of work

By the year 2000, full-time tenured employment, around which stable family life has been constructed along with the capacity to service 25 year mortgages, will

be a minority form of work

This is for less skilled workers and for

what is termed a ‘day-release course’

This entails entering into an apprenticeship

those trades where no formal apprenticeship schemes exist. Instruction is given on the shop floor, often supplemented by the worker’s attendance at a technical college

Where the latter occurs the worker is normally given a day off each week to attend college on

which results in ultimate entry into a recognised skilled trade or craft

By the year 2000, full-time tenured employment, around which stable family life has been constructed along with the capacity to service 25 year mortgages, will

those trades where no formal apprenticeship schemes exist. Instruction is given on the shop floor, often supplemented by the worker’s attendance at a technical college

This is for less skilled workers and for

be a minority form of work

Where the latter occurs the worker is normally given a day off each week to attend college on

what is termed a ‘day-release course’

Many office jobs fall under this category

including shorthand-typing, typewriting, word-processing and office practice, especially where recruitment is straight from school

Where the latter occurs the worker is normally given a day off each week to attend college on

those trades where no formal apprenticeship schemes exist. Instruction is given on the shop floor, often supplemented by the worker’s attendance at a technical college

Many office jobs fall under this category

what is termed a ‘day-release course’

This is for less skilled workers and for

including shorthand-typing, typewriting, word-processing and office practice, especially where recruitment is straight from school

Many employers, however, do expect some skill to be present in other recruits and attendance at college is encouraged

for the improvement of these skills

Where the latter occurs the worker is normally given a day off each week to attend college on

what is termed a ‘day-release course’

Many office jobs fall under this category

by professional or national examination

This covers both technical and commercial training and normally involves ultimately qualifying

including shorthand-typing, typewriting, word-processing and office practice, especially where recruitment is straight from school

Many employers, however, do expect some skill to be present in other recruits and attendance at college is encouraged

for the improvement of these skills

The new universities and colleges of higher education provide most of the training and education for such areas, either on the basis of day-release

by professional or national examination

Many office jobs fall under this category

for the improvement of these skills

This covers both technical and commercial training and normally involves ultimately qualifying

or on a ‘sandwich course’ basis

Many employers, however, do expect some skill to be present in other recruits and attendance at college is encouraged

including shorthand-typing, typewriting, word-processing and office practice, especially where recruitment is straight from school

Many employers, however, do expect some skill to be present in other recruits and attendance at college is encouraged

another period in university or college

This covers both technical and commercial training and normally involves ultimately qualifying

for the improvement of these skills

The worker spends a period, say a term, in college followed by a period with the employer, again followed by

by professional or national examination

The new universities and colleges of higher education provide most of the training and education for such areas, either on the basis of day-release

or on a ‘sandwich course’ basis

This covers both technical and commercial training and normally involves ultimately qualifying

another period in university or college

The new universities and colleges of higher education provide most of the training and education for such areas, either on the basis of day-release

or on a ‘sandwich course’ basis

In the latter case many of the qualifications are, in Britain, degrees rather than qualifications from professional bodies, such degrees being awarded by the universities or colleges under the auspices of the Council

by professional or national examination

The worker spends a period, say a term, in college followed by a period with the employer, again followed by

for National Academic Awards (CNAA)

In the latter case many of the qualifications are, in Britain, degrees rather than qualifications from professional bodies, such degrees being awarded by the universities or colleges under the auspices of the Council

in status with those awarded by the older universities

The new universities and colleges of higher education provide most of the training and education for such areas, either on the basis of day-release

another period in university or college

The worker spends a period, say a term, in college followed by a period with the employer, again followed by

for National Academic Awards (CNAA)

Such degrees rank equally

or on a ‘sandwich course’ basis

Indeed, in Britain under recent legislation

polytechnics have been elevated to university status, though their courses remain in the main, vocational rather than academic as is the tradition of the older universities

Such degrees rank equally

another period in university or college

The worker spends a period, say a term, in college followed by a period with the employer, again followed by

in status with those awarded by the older universities

In the latter case many of the qualifications are, in Britain, degrees rather than qualifications from professional bodies, such degrees being awarded by the universities or colleges under the auspices of the Council

for National Academic Awards (CNAA)

Many of the older universities now award degrees in disciplines attractive

for National Academic Awards (CNAA)

In the latter case many of the qualifications are, in Britain, degrees rather than qualifications from professional bodies, such degrees being awarded by the universities or colleges under the auspices of the Council

to industry and commerce, such as degrees in accountancy, business administration, the various branches of engineering, marketing and others

Indeed, in Britain under recent legislation

in status with those awarded by the older universities

Such degrees rank equally

polytechnics have been elevated to university status, though their courses remain in the main, vocational rather than academic as is the tradition of the older universities