A comparison of in-company and university training programs as a means of attaining the objectives of executive development. - Page 64 |
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56
The program is designed for men who have records ,
! :
!of successful experience in administrative positions and i
|who have demonstrated that they can benefit from such a ji
training course. A company wishing to send representa-
:tives to the program must sponsor the individuals and are
I discouraged from sending applicants i under the age of
thirty-five. Administrators feel that participants below j
the age of thirty-five have not acquired the breadth of
i|experience to enable them to profit sufficiently from the
course or to contribute adequately to the learning of the i
rest of the class. There are no formal academic require- ;
Iments for participation because the course is designed for
|both university and non-university men. In selecting j
participants, the admissions committee is more interested
I in a man's prior administrative accomplishments than
necessarily in his academic achievements. Program administrators
make every effort to obtain a wide cross-section
of participants from varying functional specializations,
|from various industries and type of companies, and from
t,
various geographical locations. The admissions committee
■ limits enrollment from any individual company to one and. a I
I
few participants are selected from outside Canada. In !
!j utilizing such selection methods, administrators fee■.l that |j
Imaxlmum benefits can be effected by the interchange of ! I j
ideas resulting from an intimate association of men of
(proven abilities and with diversified backgrounds. The j
Object Description
Description
| Title | A comparison of in-company and university training programs as a means of attaining the objectives of executive development. - Page 64 |
| Repository email | cisadmin@lib.usc.edu |
| Full text | 56 The program is designed for men who have records , ! : !of successful experience in administrative positions and i |who have demonstrated that they can benefit from such a ji training course. A company wishing to send representa- :tives to the program must sponsor the individuals and are I discouraged from sending applicants i under the age of thirty-five. Administrators feel that participants below j the age of thirty-five have not acquired the breadth of i|experience to enable them to profit sufficiently from the course or to contribute adequately to the learning of the i rest of the class. There are no formal academic require- ; Iments for participation because the course is designed for |both university and non-university men. In selecting j participants, the admissions committee is more interested I in a man's prior administrative accomplishments than necessarily in his academic achievements. Program administrators make every effort to obtain a wide cross-section of participants from varying functional specializations, |from various industries and type of companies, and from t, various geographical locations. The admissions committee ■ limits enrollment from any individual company to one and. a I I few participants are selected from outside Canada. In ! !j utilizing such selection methods, administrators fee■.l that |j Imaxlmum benefits can be effected by the interchange of ! I j ideas resulting from an intimate association of men of (proven abilities and with diversified backgrounds. The j |
