This study examines the status of the technical qualifications accorded to graduates in the training programme at Jubail Industrial College, one of two English-medium colleges in Saudi Arabia, and in particular attempts to assess the relevance of these qualifications to their employment, from the points of view of the graduates and of their employers. The study uses a sample population taken from technical graduates and their employers in the six cities of the Eastern Region, to evaluate the attitudes of these two groups by means of questionnaires (90%) and interviews (10%), intended to reveal the strengths and weaknesses of the College's training programme. As an adjunct it also seeks to examine the expectations of students who have undertaken their Co-operative Training Programme but not yet entered into employment. It uses the One-Sample T-Test to determine the mean levels of satisfaction of the individual groups and then of the three groups together. The Analysis of Variance Test (ANOVA) and Pair-Wise Comparison Test (Tukey HSD) are used to test differences between the means of the three groups. The study is divided into nine chapters. Chapter I sets out the aims of the research and describes the College's role in training students for work in industry. Chapter II gives an overview of Saudi Arabia, including its educational system and especially technical education and vocational training. Chapter III describes the Royal Commission for Jubail and Yanbu and then focuses on the College, highlighting its mission within the country's economic development and detailing its programmes. Chapter IV describes the policy of economic diversification to reduce dependence on oil and Chapter V reviews the relevant literature on technical and vocational education in Saudi Arabia and elsewhere. Chapter VI reiterates the aims of the study and explains the null hypotheses associated therewith, as well as the associated factors and elements. Chapter VII presents and analyses the data obtained with respect to the respondents' levels of satisfaction with the factors and elements, and thereafter Chapter VIII discusses the results and draws conclusions about the validity of the null hypotheses, identifying possible causes for the levels of satisfaction expressed. Finally, Chapter IX provides a summary, makes recommendations for the improvement of the College programme, for industrial organisations and for policy makers, and gives suggestions for further research.

The purpose of this study is to describe, analyse and evaluate the problem of shortage of well-qualified and trained personnel in the Libyan Oil Industry and to examine training policies, practices and programmes currently provided by this highly valued industry. The major goal of this study was to identify the necessary steps to be taken in order to improve the training and development programmes in this industry. A review is presented of literature on the nature and importance of training; how training can be conducted effectively; what kind of techniques should be followed to set up proper systematic training programmes; and criteria for evaluating the effectiveness of training and development programmes. The policies and practices of training currently in use in the Libyan Oil Industry are investigated, as are the current general education and training system in Libya and the role of Libyan universities and other higher education institutions. A questionnaire was applied to a sample of 101 trainees sent by the Libyan Oil Industry on training to the U.K. respondents represented different companies and projects and various fields of specialisation. Descriptive statistics were used to analyse the raw data obtained from the questionnaire responses. The results of the study indicated the following: 1. A master plan for organising and supervising training programmes is needed. 2. Training programmes should be designed after identifying training needs. 3. Training should be in job related. 4. Trainees should work in the area in which they received training. 5. Top management should receive training in their major activities and responsibilities. 6. Training should be provided for all employees. 7. Training programmes should be evaluated regularly. 8. Co-ordination and collaboration should be made between industry and the university in regard to manpower training and development. 9. Training policies should be periodically reviewed. 10. Training should be considered as a continuous process.

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This thesis examines the responses of British trade unions to declining aggregate membership during the 1980s and early 1990s. It describes the development of union services, contributions policies and organising strategies, looking In particular at the implementation of organising campaigns at the local level. Drawing on interviews with union full-time officials, and an analysis of documentary and statistical material, the thesis shows that during this period union organising campaigns consisted of more than empty pronouncements by national leaderships. There was clear evidence of an attempt to prioritise organising activity at the local level, although there was an unevenness In the extent to which organising activity was effectively prioritised, both between and within unions. Whilst some recruitment gains were made as a result of the organising campaigns, such initiatives were insufficient in themselves to halt the decline in membership, since unions faced severe difficulties in consolidating recruitment gains and in winning recognition from employers in the adverse economic and political climate of this period. The findings are discussed in the context of the literature on union growth and union strategy. Some support is found for the view that union growth was largely constrained by environmental factors in the short term, although it was an open question as to whether union organising strategies could exert a significant independent influence on aggregate membership levels in the longer term, by extending union organisation into new job territories. In this respect, the limited achievements of the union organising campaigns by 1991 were only to be expected, and could not necessarily be taken to imply their failure in the longer term.

This thesis is concerned with the initiation, development and operation of the Youth Training Scheme (Y.T.S.) in Co. Durham, 1983-86.Employing a multiple strategy of methodology, comprising participant comprehension, questionnaires and interviews with key informants, the changing nature of the school-work transition and local labour markets, is identified in the attitudes and actions of those working on and participating in the Y.T.S. A major focus of the project was the evaluation of the role of the supervisor working on the Y.T.S. The work of the local Accredited Centre (A.C.) charged with training the trainers was examined as was the work of nine supervisors working on eight selected schemes. As a consequence of this the progression of trainees incorporated in the study from the Y.T.S. was analysed. By identifying and analysing the manner in which a number of individuals managed the rapid change brought about by the Y.T.S. the research concluded that the Y.T.S. both perpetuated and created divisions in local labour markets reinforcing the significance of educational qualifications as a predictor of success both on and of the Y.T.S. A hierarchy of schemes evolved with high status schemes being those with prior involvement in recognised and regarded forms of training. It became apparent that the differing market and work situation (Lockwood, 1966, p. 15) of supervisors represented an image to trainees of their future. Ultimately the Y.T.S. must be regarded as the first shift in training policy, introduced by the post 1979 Conservative Governments, marking the beginning of a broader strategy linked to the management of the economy and unemployment. The state took on a major role in stipulating and directing training policy which was organised on a contractual basis locally. Within that strategy it was the individual who was deemed to be culpable for their lack of skills or unemployment. Please note that the names of the Schemes and individuals that participated in the study have been changed.

Following a review and evaluation of previous research in the field of international migration for employment, it is argued that the extent to which such migration is beneficial depends critically on how it is organized and by whom. The development of Jordan's traditional image as a regional labour supplier is traced from the early twentieth century and is explained largely in terms of a response to repeated economic and political crises. A case study of the Kuwait labour market is used to demonstrate the recent (post-1978) collapse in Jordanian labour migration and to establish the changing character of the international labour market. The central role assumed by international emigration for employment in the Jordanian economy and the problems; and policy constraints which that places on labour market management are illustrated. An attempt is made to identify scarce skills and to assess the development and utility of the government's policy response towards labour shortages. The scale and characteristics of labour inflows into the Jordanian labour market are established. This reveals the complex role of immigrant workers in an emigrant economy and demonstrates the need for a substantial revision of the 'replacement' labour migration model. The parallel themes of primary labour emigration and secondary labour immigration are explored in a detailed case study of local labour markets and agricultural development in the East Jordan Valley. A concluding chapter summarises the problems of manpower planning and of labour market information: gathering under conditions of heightened uncertainty.

The "work-in" at the Upper Clyde Shipyards, in July 1971, shattered age old traditions of industrial relations in Britain. It Has the first of over two-hundred workplace occupations to occur in the period. up to the This thesis sets out to examine how it. was that such actions occurred and developed. Several factors are focussed on as being associated with these developments, albeit in varying degrees of importance These are the existance of a socio-economic crisis with consequent effects at the micro level; the 'mishandling' of that crisis at both the macro (government) and the micro (company) level; the existance of a numerically strong and "mature" trade union movement containing a growing militant infrastructure in the form of shop stewardships; and the existance of a political (Communist Party/CPGB) and industrial (Engineering Union/ AUEW) leadership ready and able to capitalise on the situation through that infrastructure. Within the context of the development of occupations the advent of the "Workers' Co-operative" is given attention as an important development. It is argued that while these, to some extent, represented the realisation of the challenge inhereent in the workplace occupation their political impact was of limited effect. They grew out of a situation of widespread militancy which included the regular occurrance of workplace occupations, and the winning of office by a Labour Party ready to accede to some of the demands of that militancy.

This thesis investigates the usefulness of Braverman's general theory of the labour process in the explanation of social and technological developments in the hosiery industry. Critical accounts of Braverman's work are reviewed and used to construct a more adequate model of labour process change. In addition to the historical tendency to degradation, processes of re-skilling and retention of skills, referred to as 'resegmentation', are integral to the restructuring of the labour process. Many other types of management strategy are utilised in the workplace, though they do not necessarily involve the physical transformation of the labour process; these, referred to as 'local' strategies, may be of a pacificatory or a repressive kind. It is also necessary to consider gender relations as a determinant of the re-organisation of work and technological development. Finally, class relations at a macro level are also relevant to understanding changing workplace relations. All these aspects must be considered for a complete understanding of labour process change. The model is used to study the development of the hosiery labour process between 1800 and 1960. Long-term processes of degradation and resegmentation are discernible, in which the sexual division of labour has played a crucial part. A range of repressive strategies have been employed, while forms of paternalism and of joint consultation have been the dominant pacificatory strategies. Workplace relations over the period have moved from violent confrontation to peaceful collaboration, reflecting national trends to class pacification; major causes of this include the adoption of pacificatory strategies by employers and changes in the local working-class culture, community life and family relations. The extended model of labour process change, thus, makes possible the tracing of the various interlocking processes involved in social and technological change in industry.

This is a study of the mechanisms and processes involved in people’s distribution to jobs. To this end labour market behaviour of two samples of redundant male engineering workers from the North East of England is contrasted and compared. The research is set in a framework that recognises the existence of a market structured to induce a complex interplay of both hierarchical and lateral organisation and movement, with certain people tending, at particular times, to lock into a horizontal multi-employer pattern of job change, and others staying immobile within the confines of a single institution. Within this broad framework there may be tendencies for both hierarchical and lateral segmentation to occur inhibiting mobility for different groups of workers. The inhibitions may not, however, be of life-time significance with the consequence that any differentiation may not be a permanent distinction. At particular times in their lives, or in certain circumstances, individuals may switch from a lateral to a hierarchical pattern of movement, or cross over from one segment to another. A major aim is to specify the nature of any segmentation or sectoral divisions and to look at the role they play in the distribution of labour, particularly by seeing- how they affect people's attempts to exercise choice and discretion in pursuit of work objectives. To this end, people's work objectives and orientations are traced through time and different contexts, including redundancy, and changing perceptions and motivations are related to labour market strategies and final destinations in the job structure. Certain factors - such as 'job interest', 'good pay', 'security', etc - liable to rank amongst an individual’s scale of employment priorities, and/or feature as characteristic of work-places in Newcastle, are focussed upon and examined, and evaluated for their significance as general labour market 'structuring agents', serving to sub-divide the work-force into different segments. The extent to which the influence of these 'structuring agents' can vary with time and circumstances, as workplace conditions, opportunities in the market, and people's orientations, change, and the consequences this has for hierarchical and lateral divisions and movement, is studied. Research findings are discussed and evaluated in the light of existing labour market theories.