Abstract
From beginning of industrialization, training has been separated from production institutions. The present reversing tendency is due to the theory of human capital. New trends in firms give employees the opportunity of acting for their own training, beyond the restraints of specialization and Self-training is not mere. In work in pieces in dividualized training. I responds to the requirements of production activities. I deals globally with the individual and the organization. I is differentiated according to the various work situations. The author comments two types of self training : a plan of action for initiation to data processing and a plan for improvement of reshaping operations in a big metallurgical factory where institutional and informal procedures are combined. Could self- training be easierly developed in an unspecified context ? This paper is the result of a doctoral thesis carried out at the CNAM.
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
