Training and Education

  • C. D. Barnett

Summary

It is very costly not to train and equally costly to do so for the wrong reasons. A company cannot completely sub-contract its training to outside bodies because they cannot know the company’s practices. In general the industry does not plan sufficiently in advance to meet its manpower needs, nor does it train very well.

The facilities for the training of craftsmen, technicians and graduates are reviewed along with the availability of short courses for the training of condition setters and other workers.

There is a need to create a career structure for the industry if it is to attract the desired level of abilities to the injection moulding sector. To hold them will require enhanced status and the type of career development that a better educated workforce will expect.

Keywords

Welding Foam Polythene Rubber Milling 

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References

  1. 1.
    Giles, W. T. and Robinson, D. F. (1972). Human Asset Accounting, Institute of Personnel Management, London.Google Scholar
  2. 2.
    EITB (1977). Research, Planning and Statistical Research Paper No. 1. EITB Watford.Google Scholar
  3. 3.
    EITB (1974). The Module System. EITB Watford.Google Scholar
  4. 4.
    R&PPITB (1971). Training of Technicians. R&PPITB London.Google Scholar
  5. 5.
    R & PPITB (1977). Introducing Britain’s First Injection Moulding Training Centre. R&PPITB, London.Google Scholar
  6. 6.
    TEC (1974). Policy Statement. TEC, London.Google Scholar

Copyright information

© Applied Science Publishers Ltd 1978

Authors and Affiliations

  • C. D. Barnett
    • 1
  1. 1.Rubber and Plastics Processing Industry Training BoardBrentfordUK

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