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One of our national goals is to move long-term unemployed workers from secondary to primary labor markets. Obviously, the success of programs designed to achieve this goal depends heavily on the behavior of participants in the program-both trainees and employers. Research to date, however, has been more concerned with trainees than with employers. From the employer’s perspective, the success of a manpower training program might depend on the types of trainees hired (e.g., are they the “cream” of the disadvantaged or the truly hard-core?); the nature of the trainee’s job; the support given the program by co-workers, supervisors, and middle management; the efficiency and effectiveness of local program administrators, job developers, tutors, instructors, counselors, and other supportive personnel; and a host of other factors.


Required Publisher’s Statement
© Wiley. Reprinted with permission. All rights reserved. Final version published as: Lipsky, D. B. (1973). Employer role in hard-core trainee success. Industrial Relations, 12(2), 125-126. doi: 10.1111/j.1468-232X.1973.tb00542.x

Suggested Citation
Lipsky, D. B. (1973). Employer role in hard-core trainee success [Electronic version]. Retrieved [insert date], from Cornell University, ILR School site: