This social work research study explores whether members of the legal profession are aware of the unique characteristics of a child witness that one must take cognisance of when interviewing them. This is explored by means of a questionnaire to determine if and what training needs exist with members of the legal sector with regards to the child witness. The following themes were identified from the questionnaire where members of the legal profession require further training on: child development, children's language development, children's normal sexual development, process of disclosure in sexual abuse, interviewing skills, rapport building skills, minimum age for testifying, factors determining credibility of the child witness, children's statements and report of events, truth vs. lie testing and interview protocols. / Thesis (M.A. (MW))--North-West University, Potchefstroom Campus, 2009.

Thesis (M.S.)--University of Missouri-Columbia, 2008. / The entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file. Title from title screen of research.pdf file (viewed on August 17, 2009) Includes bibliographical references.

M.Phil. (Training Management) / Training can only be cost-effective and goal-orientated when it is .directed at the needs of the individual. Goal-orientated training is, however, dependant upon the trainers ability to provide for a model aimed at not only the needs of the individual, but which also caters for the specific work situation and the demands of the organisation. The study is therefore directed at the provision of a scientific model to determine and evaluate training needs. The literature study also places the emphasis on especially needs assessment, needs assessment processes and models. The assessment of needs is discussed as part of the systematic approach for training and the chief objective is formulated to provide the correct training for each individual with due cognisance to the knowledge and skills already attained and which will meet the requirements of the post he occupies or will occupy.

A dissertation of limited scope submitted to the Faculty of Arts in partial of the requirements for course-work Master of Arts degree in the Centre for Recreation and Tourism at the University of Zululand, South Africa, 1999. / The investigation has sought to establish if the people already involved in the tourism industry have undergone any training. If not in which areas do they feel they need training. These areas or aspects in which they fed they need to be trained in, constitute Tourism Training Needs. The investigation has also sought to establish the focus of Tourism Training Programmes in the two institutions, Damelin and Manpower Services Commission Private Colleges, found in the Newcastle Local Council Areas. It has further purported to establish whether these Tourism Training Programmes adequately equip students with all the skills and expertise valuable to the tourism industry job market. A descriptive survey has been chosen for use in this investigation. Data has been gathered through the use of questionnaires and interview schedules. Two sets of questionnaires with structured questions have been designed for the Frontline Staff and Tourism Students. Three sets of interview schedules have been designed containing semi-structured questions by which the interviewer has probed the interviewees. Tourism establishments and facilities from which respondents have been drawn have been selected on the basis that they have been within a ten kilometre radius from the Newcastle Central Business District (CBD) and have been accommodating five tourists and more. This investigation has established that the majority of the Frontline already in the industry are lacking in training and as such they have recommended the establishment of Department of Education and Training for Tourism, Tourism Training Needs have been found to exist and amongst others are communication skills, conflict resolution skills, hospitality skills, hygiene skills, public relations skills and serving skills. The investigation has further established that training (of whichever form/kind) so long as it is related to tourism, has great impact on the Marketing and Service Quality of the tourism establishment and facilities. Management has been found to have been trained in Non-Tourism management and consequently they feel they need contextualized management training, that is, Tourism Training Management. The researcher has discovered that Tourism Training Programmes of the two institutions (Damelin and MSC College) focus on Travel Tourism and train students to be employees in the Travel Agencies and Tour Operation Companies.

Thesis (M. Dev.) -- University of Limpopo, 2017. / Education is indeed essential for the improvement of the performance, competence and effectiveness of parliamentarians. Many countries in the world including South Africa do not require specific minimum qualifications or skills to qualify to be a parliamentarian. As a result, parliamentarians come into the legislature with varying levels of skills and qualifications, which has an impact on their competence and effectiveness. The purpose of the study was to assess the training needs of parliamentarians focusing on the case of the Limpopo legislature. Mixed research method comprising both qualitative and quantitative methods was applied in this study. A survey questionnaire was used to collect quantitative data from thirty-six respondents. In addition, semi-structured interviews were conducted to collect the qualitative data from seven respondents. The study found that seventy-eight percent of parliamentarians had a bachelor degree and post-graduate. Parliamentarians identified FAMPPLA, PFMA, research analysis, standing rules and orders, presiding over meeting, strategic management, interpersonal skills, speech writing, computer literacy, negotiations, facilitations skills, monitoring and evaluation as their priority training needs. The study further found that parliamentarians prefer two to three day workshops as a mode for training.

Thesis (MPA.) --University of Limpopo, 2014 / iii ABSTRACT Government Institutions are in terms of the Skills Development Act, (Act 97 of 1998), required to develop employees in order to achieve good and effective performance. The Act makes provision for the development of Workplace Skills Plan by government institutions and mandates these institutions, including Government Departments, to budget at least 1% of their payroll for training and development of employees. It is, however, not apparent whether or not the developed Workplace Skills Plans are in line with the employees training needs and training interventions. As a result, the essence of this study is to determine how to align employees training needs with the Departmental Workplace Skills Plan in the Limpopo Department of Health. In addition, the study investigates whether or not training interventions in the Limpopo Department of Health are informed by the identified skills needs. The type of research methodology used in this study is the quantitative approach, which is in the form of a structured questionnaire. The main finding of the study is that although the Limpopo Department of Health developed the Workplace Skills Plan, training interventions were not aligned to it. In addition, a large percentage of the respondents was not aware of the skills audit exercise that the Department undertook. This study also reveals that the post-training evaluation which was done by the Department did not contribute to important subsequent training interventions. The key recommendation made is that the Limpopo Department of Health should make employees aware of the skills audit exercise the Department often undertakes. Additionally, Personal Development Plans should be continuously used to identify pertinent employee training needs relevant for the Departmental Workplace Skills Plan KEY WORDS • Limpopo Department of Health • Workplace Skills Plan • Personal Development Plan • Skills Audit • Training Interventions • Training Needs Analysis • Employees Training Needs

The main purposes of this study are to investigate the environmental literacy of the Kaohsiung City civil servants, their education and training needs, and the correlation between the two. The subjects of this study were civil servants of the Kaohsiung City Government, and data were collected by quantitative research methods. The study was built mainly on the theoretical framework of Hungerford and Volk¡¦s responsible environmental behavior model, and an environmental behavior model consolidated by San-Pui Lam was also consulted, in order to carry out investigation and analysis. Environmental concern was categorized into 5 levels, and general environmental attitude into 4 levels. These two variables were not used to decide the level of environmental literacy. The object of categorization was to provide a reference for environmental education and training. However, having less concern for environmental issues than other issues or placing less emphasis on environmental values than other civil values was considered as an indicator of poor literacy performance. Other variables were categorized into three levels (A, B and C) according to the scores, with A representing the highest level of performance, followed by B representing a medium level of performance, and C representing poor performance. The following conclusions were obtained: 1. In the performance of environmental literacy, more than 75% of the responding Kaohsiung City civil servants had an environmentally friendly attitude, with at least a medium level of environmental knowledge and skills. In the environmental behavior aspect, however, poor performance in behaviors other than ecomanagement was shown. It was evident that the respondents were unable to apply their environmental knowledge, skills and positive attitude, and transform them into active environmental behaviors. 2. With regard to the education and training needs, the study proposed the following benchmarks for strengthening environmental education and training: (1) those who had not achieved the high level in terms of the scores of environmental knowledge, skills and behaviors; (2) those who had less concern for, or placed less emphasis on, environmental issues or values than other issues or civil values. Test results showed that 25% of the responding Kaohsiung City civil servants had not reached the high level for their knowledge of issues, 66% had not reached the high level for their knowledge of action strategies, and 78% had not reached the high level for their skill in using action strategies. In terms of their self-assessed training needs, 90% of the respondents indicated a high level of need for knowledge, and 85% indicated a high level of need for skills. It showed that respondents¡¦ subjectively-assessed needs for environmental education and training in terms of knowledge and skills were slightly higher than their actual needs for education and training. However, only 20% of the responding civil servants had participated in environmental education and training in the past three years, representing a paradox formed by a high level of needs and a low level of participation. 3. Regarding the difference in environmental literacy of respondents with different backgrounds, it was shown that respondents who had participated in environmental education and training in the past three years generally had better performance in literacy indicators than those who had not, except for these 5 variables: knowledge of issues, knowledge of action strategies, persuation, general environmental attitude, and locus of control. For other backgrounds, it showed no significant difference in the environmental literacy performance. 4. For the difference in environmental education and training needs of respondents with different backgrounds, those who had participated in environmental education and training in the past three years had a higher level of needs than those who had not. Other differences in respondents¡¦ backgrounds made no significant difference in their environmental education and training needs. 5. On the correlation between environmental literacy and environmental education and training needs, 7 variables were shown to be significantly correlated: the knowledge aspect of environmental education and training needs, environmental concern, environmental attitude, general environmental attitude, specific environmental attitude, locus of control, as well as skill in using action strategies. In the aspect of skills, variables that showed significant correlation with environmental literacy were the same as those for the knowledge aspect of training needs, except for general environmental attitude. Finally, recommendations on civil servants¡¦ environmental education and training were made based on the literature review and the study results, to provide a reference for the competent authority of civil servants and the training organizations.

Thesis (M.S.)--Marshall University, 2001. / Title from document title page. Document formatted into pages; contains xi, 75,6 p. Includes abstract. Includes bibliographical references (p. 71-72).

This dissertation focuses on the transfer of training at Standard Executors and Trustees. Studies indicate that too often managers in organisations get involved in what they call training, which they carry out as a matter of routine (Erasmus and Van Dyk,1999:10). This form of training, which is done merely for the sake of training, does not add any tangible benefits for the employee or the organisation. Chapter one of this study presents a background to the company and the issues surrounding the transfer of training as well as some of the benefits that may be achieved by positive transfer of training within an organisation. The chapter also contains a statement of the objectives and hypotheses of the study. Chapters two, three and four present the literature, which was reviewed for the study. In Chapter two various definitions of training, development, learning and transfer of training are explored. Chapter three looks at a systematic approach to transfer of training and Chapter four looks at the transfer process model, which focuses on work Environment Factors that influence transfer of training in organisations. Chapter five outlines the research methodology that was followed in this study. Chapter six presents the field study, which involved the following: • The design of a research questionnaire to investigate the perceptions held by employees in relation to the factors they believe influence transfer of training at Standard Executors and Trustees. • The development of a research model. • The presentation of the research findings. The study ends with Chapter seven which provides a conclusion, discussion and recommendations in respect of the research findings. The key research findings are that Transfer of Training within Standard Executors and Trustees is greatly influenced by: • The assessment of training needs. • The employee's motivation to learn. • The employee's ability to learn. The research also indicates that the while the under-mentioned variables have an influence on Transfer of Training at Standard Executors and Trustees, their influence is not significant: • The design of training. • The selection of an appropriate training venue. • The evaluation of employee performance during and after attending a training course. • The use of goal setting and relapse prevention techniques. • The issue of organisational support was also investigated, however the statements investigating this aspect of the study had very low reliability values and in the final analysis this area will need further research. / Thesis (MBA)-University of KwaZulu-Natal, Pietermaritzburg, 2005.

Few studies on female entrepreneurship have focused on preventure women and their training needs. This study used four years of data collected from a Small Business Development Center (SBDC) in a large mid-western city. The information needs sought by pre-venture females were compared with those of women who were already business owners. The groups were compared to determine training need differences before and after seeing an SBDC counselor. Male clients also were included.Data were obtained from two sources: A Small Business Administration counseling request form to be completed before counseling, and a SBDC counseling form which is a record of items discussed during the counseling session. Of the usable surveys, 553 were female and 276 were male.The three information needs most requested by pre-venture women were: Information on SBDC services (including start-up information), sources of capital, and the business plan. In counseling sessions, the business plan was the most discussed topic. Educational opportunities were the second most discussed.The next six information needs were rated closely together: Sources of finance; legal structure; industry information; business license; business name; and tax information.Little difference was found between the requested needs of pre-venture women and women in business. A greater percentage of the women in business discussed assistance in marketing, record keeping, accounting, advertising, and financial analysis. Further, women in business required more detailed information than did pre-venture women.No difference was found between African-American and white women on the amount of time spent with a counselor. Significantly more African-American women requested information on the business plan, government procurement, and international trade than did white women No difference was found in rank order comparisons of requested training needs between the two groups.Significantly more males than females requested information on bidding, sources of finance, advertising, government procurement, accounting/record keeping, and personnel. Similar gender differences were found in topics discussed during counseling. These differences may be due to the type of business started rather than gender. Rank order comparisons of training needs requested by males and females were identical.More research needs to be done with pre-venture entrepreneurs. Follow-up studies need to identify those who did or did not actually start businesses and the determinants of their decision. / Department of Educational Leadership