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Discusses the results of three studies investigating the reception of Scottish/ National Vocational Qualifications (S/NVQs) in the information and library sector. Examines the views of managers and workers towards the qualifications. Although managers generally feel that S/NVQs are a useful way of accrediting the skills of those without professional library qualifications, concerns remain about their bureaucratic and time‐consuming nature. Among library workers, a considerable lack of knowledge still exists although there is enthusiasm for a flexible and accessible qualification that can be acquired on the job. The evidence suggests that attitudes towards S/NVQs in the information and library sector remain equivocal and that a degree of confusion and lack of understanding prevails.

Reports the findings and conclusions of a study of five small businesses in the hotel and catering sector which had adopted national vocational qualifications (NVQs). Using an open system model, a comparative case study design and a range of data sources and methods of data collection within each organization, traces the preconditions, processes, outcomes and problems/issues associated with NVQ adoption and implementation. In a small business context, this is shown more likely to be successful where there is an existing training culture and infrastructure; where on‐the‐job training is positive, supportive and monitored; and where there is a senior management NVQ “champion” and an enthusiastic cadre of in‐house trainers and potential assessors. Shows that NVQs give a sharper focus to training activity, improve candidates’ perceived job satisfaction, morale and career prospects; enhance work flexibility and performance; and have a perceived, if hard‐to‐measure payoff in terms of business performance.

This article considers the benefits of National Vocational Qualifications (NVQs) for records management in the light of the development and aims of NVQs generally. It traces the development of the records NVQs within the national forum of the Information and Library Services Lead Body and provides details of their content at the various levels.

In spite of the central role accorded to small and medium‐sized enterprises (SMEs) in recent government White Papers on competitiveness and national vocational education and training (VET) policies, the involvement of small firms in national training efforts remains disappointingly marginal. Studies over 2,000 SMEs in the West Midlands region and indicates a worrying gap between interest and attitudes to training and actual take‐up of training opportunities, particularly in relation to programmes linked to national vocational qualifications(NVQs). Recommends that, given the low awareness of and low value assigned to NVQs by SME owner/managers, training policies for SMEs are distinguished sharply from national training efforts concerned with NVQs and the achievement of national targets.

In 2000 a survey was undertaken in an attempt to establish a sustainable, coherent database of empirical information on NVQ level 3, 4 and 5 activity in English and Welsh higher education institutions (HEIs). As a result of this work a report was produced, The Utilisation of NVQs in Higher Education in England and Wales, which set out the survey findings. The article reviews the findings of the data collection and highlights a range of issues concerned with accurate and consistent reporting of data by organisations charged with this responsibility. The penetration of NVQs into higher education is discussed and reference made to a number of case studies. These studies offer valuable insights into the ways in which various institutions have addressed the problems of the integration of NVQs into higher education provision.

Details the first stage of a project which looked at the impact of S/NVQs on the ILS and records management sectors. A literature review identified five areas in which the impact of S/NVQs was claimed to be discernible. These were: employers; staff; customers; service; and the profession. Within these, certain subsets exist. For example, with regard to the impact on employers, there are effects on the use of resources; planning implications; relations with quality; and the HRM dimension. The areas identified will form the basis for further, in‐depth discussions with those involved in ILS NVQs to test the validity of the claims that these areas are where the impact of S/NVQs are perceivable.

Against a background of the potential suitability, yet limited adoption, of National Vocational Qualifications (NVQs) in small hospitality businesses, reports the findings and conclusions of a study of five small businesses in the hospitality industry which had adopted NVQs. Discusses the preconditions, processes, outcomes, problems and issues associated with NVQ adoption and implementation. Suggests that success is more likely where there is an existing training culture and infrastructure; where on‐job training is positive, supportive and monitored; and there is a senior management NVQ “champion” and an enthusiastic team of in‐house trainers and potential assessors. Shows NVQs to give a sharper focus to training activity; improve candidates’ perceived job satisfaction, morale and career prospects; enhance work flexibility and performance; and to have a perceived, if difficult to measure, pay‐off in terms of business performance. Proposes that the potential contribution of NVQs to training and human resource management in small hospitality businesses is considerable.

This paper opens by reviewing the market for NVQs in management, their status in higher education and evidence for their effectiveness as vehicles for management development. The delivery and assessment of Management NVQs are then considered against a value‐adding paradigm and it is proposed that Management NVQs focus on routine aspects of management and are, overall, relatively ineffective at adding value in organisations. Proposals for the redesign of the high level NVQ process that address this weakness and allow concentration on value adding activities are given.

Outlines the development of the UK′s system of National Vocational Qualifications (NVQs), discussing the rationale for NVQs and considering some of the criticisms of these qualifications made by industrialists, economists and educators. Goes on to offer some new evidence on the early take‐up of NVQs showing that some trainees do not receive the award for which they are aiming. Although more people are becoming qualified, it seems that there is significant underrepresentation of particular groups, occupations and industries.

Investigates, thoroughly, the possible impact of NVQs and SVQs on the library service. Looks at the proposed benefits for employees and the furthering of career development. Shows how NVQs can meet the needs of all parties involved, particularly now that the draft standards have been published.