Thesis PlanB (M.S.)--University of Wisconsin--Stout, 2008. / Includes bibliographical references.

The purpose of the study was to address in-service training needs of Mississippi County Extension Directors in the area of program needs assessment. The population consisted of the 80 County Extension Directors; 2 positions were vacant. Eighty percent of County Extension Directors responded. County Extension Directors that responded by program area: 38 Agriculture and Natural Resources, 12 Family and Consumer Sciences, 4 4-H Youth Development, and 10 County Extension Directors that are Generalists. Sixty-one percent were male and 39 percent were female. Eight percent completed a bachelor’s degree, 11% completed a bachelor’s degree plus graduate work towards master’s degree, 60% completed a master’s degree, 14% completed a master’s degree plus graduate work towards doctorate, and 6% completed a doctorate degree. The study used a descriptive survey research design. Descriptive statistics, including frequencies, percentages, means and standard deviations were utilized in the study. The Borich Needs Assessment Model was used to analyze the in-service training needs of County Extension Directors. Findings from the study indicated that County Extension Directors need in-service training on needs assessment. County Extension Directors reported below average competency in the following: analyzing survey data, interpreting statistical data, identifying sources of statistical data, and entering survey data into spreadsheets. The findings also indicated that County Extension Directors lack an understanding of how needs assessment impact funding of programs within Mississippi State University Extension Service and that training can be targeted to specific program areas. Findings show there is a need to re-offer training on the Strengthening Extension Advisory Leaders Curriculum since the result of knowledge and usage is extremely low. Additional finding revealed that County Extension Directors need training on the Logic Model.

The harmonious meshing of employee career development needs and corporate missions, goals, and objectives is a necessity for the growth and maintenance of both the individual and the organization. This study was designed to investigate Taiwan Power Company (TPC) white-collar employees?? perceptions of career development program needs. The purposes of the study were (a) to identify the perceptions of career development program needs; (b) to explore the underlying constructs among current and future positions in regard to the employee??s perceptions of career development program needs; (c) to investigate the differences among perceptions of career development needs; (d) to determine whether or not differences among perceptions of career development program needs exist among respondents who differ in terms of gender, age, and education; and (e) to discover if individuals who differ in terms of job functions and job roles have different opinions on whether the selected career development programs were already provided or should be provided by the company.This study was conducted using a questionnaire. The data were collected from a stratified random sample of 1,636 white-collar employees in the TPC. A response rate of 82.5% resulted in a final sample of 1,351 respondents. The content validity of the questionnaire was established via expert opinion and the internal consistency of the instrument was calculated using Cronbach??s ??. Frequency counts, central tendencies and standard deviations were used in the descriptive analysis of the current and future position data. Principle factor analysis with Varimax rotation revealed six constructs for the current position data. Similar factor analytical results were obtained for the future position data. Two-way MANOVAs with Descriptive Discriminant Analysis and univariate ANOVAs, with REGWF when appropriate, were used to probe significant main effects. Chi-square tests were employed to answer the research questions regarding the perceptions of whether the 33 career development programs were already provided or should be provided by the company. Differences in terms of current and future positions were obtained for individuals who were classified by job function, job role, gender, age, and education. Twelve conclusions were generated and specific career development practices were suggested.

Thesis (Ph. Ed.)--Virginia Polytechnic Institute and State University, 2001. / Vita. UMI number: 3016514. Includes bibliographical references (leaves 50-52). Also available online (World Wide Web).

Thesis (M.S. in Leadership and Human Resource Development)--Naval Postgraduate School, June 2008. / Thesis Advisor(s): Crawford, Alice ; Thomas, Joseph. "June 2008." Description based on title screen as viewed on September 2, 2008. Includes bibliographical references (p. 107-110). Also available in print.

Thesis (M.P.H.)--University of North Texas Health Science Center at Fort Worth, 2008. / Title from title page display. Bibliography: p. 135-138.

Thesis (M.S.)--West Virginia University, 2009. / Title from document title page. Document formatted into pages; contains v, 75 p. Includes abstract. Includes bibliographical references (p. 54-57).

Thesis PlanB (M.S.)--University of Wisconsin--Stout, 2006. / Includes bibliographical references.

Training Needs Analysis (TNA) is often considered the most important step among the stages in the training cycle and, therefore, should precede any training intervention. However, in spite of the importance of TNA, the literature contains little empirical work on the topic. This study investigates the current practice of TNA within the Abu Dhabi Police (ADP), in order to identify the different barriers to its effective implementation, and to develop a suitable framework that can not only be applied to the Abu Dhabi Police, but also has wide applicability to other public sector organisations. Four areas are examined, these being: current practices of TNA, training decisions, effectiveness of TNA, and the barriers to its implementation. The study adopts a phenomenological approach, using inductive qualitative data in the main. The research population is categorised into three groups: a) policy-makers, top management, and academics, b) trainers, and c) trainees. In total, 51 individuals from the ADP are interviewed. The results show that TNA in the ADP is generally conducted formally on a regular basis. To a certain extent, all the methods are in use by the ADP in identifying its training needs, and the overall perceptions of the respondents regarding TNA practices are high. However, the study has identified some barriers to the implementation of effective TNA practices in the ADP. It is to be noted here that lack of expertise of the trainers; nepotism, kinship and personal relations between the supervisors and the employees, disrupt the training selection process in the ADP. Based on the findings this study has suggested some recommendations. This study hopes to contribute to, and extend, the body of knowledge on TNA by developing a novel, holistic conceptual framework, which provides general guidelines for TNA practitioners in the public sector of the UAE to ensure the successful and effective implementation of TNA. Additionally, it will contribute to the body of knowledge of TNA in the Middle East generally, and TNA in the Middle Eastern public sector, being the first exploratory empirical study conducted in the United Arab Emirates (UAE) as far as the author believes.

Thesis PlanB (M.S.)--University of Wisconsin--Stout, 2007. / Includes bibliographical references.