Dissertations / Theses: 'Needs of employees'

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Beckman, Michelle. "Training needs assessment for warehouse employees." Menomonie, WI : University of Wisconsin--Stout, 2007. http://www.uwstout.edu/lib/thesis/2007/2007beckmanm.pdf.

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Sweeney, Patricia. "Training needs assessment for Kell Container Corporation a needs assessment and subject matter analysis /." Online version, 1999. http://www.uwstout.edu/lib/thesis/1999/1999sweeney.pdf.

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Nfila, Cecilia. "Training needs analysis for Bachibanga Company in Botswana." Menomonie, WI : University of Wisconsin--Stout, 2005. http://www.uwstout.edu/lib/thesis/2005/2005nfilac.pdf.

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Lui, Young Kam-ling Margaret, and 雷楊金鈴. "Work-related needs among Hong Kong commercial employees." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1985. http://hub.hku.hk/bib/B31207005.

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Lui, Young Kam-ling Margaret. "Work-related needs among Hong Kong commercial employees /." [Hong Kong] : University of Hong Kong, 1985. http://sunzi.lib.hku.hk/hkuto/record.jsp?B12316581.

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Danielsson, Isabelle, and Matilda Hellqvist. "Meet the needs of tomorrow's employees : How potential employees perceive the Swedish banking industry." Thesis, KTH, Skolan för industriell teknik och management (ITM), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-279733.

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The banking industry is experiencing a transformation where traditional actors are being challenged by newcomers with digital and innovative solutions. This transformation is affecting both customers, employees as well as potential employees. Therefore, banks have to focus on and innovate the employee experience to stay competitive on the employer market. This study intends to deepen the understanding of how students as potential employees perceive the Swedish banking industry and the attractiveness of different employers within it. The analysis is built on previous research within employer branding, employer value propositions, and transformations such as innovation and digitalization. A quantitative research method was used and a survey was conducted in order to collect data from the sample group, consisting of students in the last year at universities in Sweden heading for the working market. The main result of this study shows that potential employees prefer two value propositions when considering a future workplace. The first one is development value, which relates to the possibility to advance and grow professionally, and the second one is interest value, which relates to having interesting and challenging tasks. It also indicates that digital banks, compared to traditional banks, are more associated with these top two ranked value propositions, which entails that they communicate a more attractive employer brand towards potential employees. Conclusively, this research demonstrates that there is a significant difference between how traditional banks and digital banks employer brands are perceived by potential employees. This is important knowledge for the different actors within the banking industry to both possess as well as take into consideration.
Bankindustrin genomgår en förändring där traditionella aktörer utmanas av nya bolag med digitala och innovativa lösningar. Transformationen påverkar både bankernas kunder och anställda. Därför måste banker fokusera på och innovera de anställdas upplevelse för att fortsätta vara konkurrenskraftiga på arbetsmarknaden. Den här studien ämnar fördjupa förståelsen för hur studenter som potentiella anställda uppfattar den svenska bankindustrin och hur attraktiva de uppfattar dess aktörer som arbetsgivare. Uppsatsen bygger på tidigare forskning inom employer branding, employer value proposition och transformation så som innovation och digitalisering. En kvantitativ metod användes för att genomföra studien och en enkät togs fram för att samla in data från urvalet. Det huvudsakliga resultatet från studien visar att potentiella anställda värderar det som kallas development value, som är kopplat till möjligheten att avancera och utvecklas professionellt, och interest value, som är kopplat till att ha intressanta och utmanande arbetsuppgifter, högst. Studien visar även på att digitala banker associeras med dessa value propositions i högre grad än vad traditionella banker gör. Detta tyder på att digitala banker kommunicerar ett mer attraktivt employer brand till potentiella anställda. Avslutningsvis, visar denna studien att det finns en signifikant skillnad mellan hur traditionella och digitala bankers employer brand uppfattas av potentiella anställda. Vilket är en viktig lärdom för olika aktörer i banksektorn att både få kunskap om och förhålla sig till.

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Lassausaie, Claire, and Kyler Lotte. "Employees' Needs at Work : A case study of employee retention at a real estate firm." Thesis, Linköpings universitet, Företagsekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-151390.

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The intent of this study is to improve our understanding of employee behavior. Specifically, to understand why an employee would be motivated to seek a job somewhere other than their current place of employment. As well to understand the perspective of the employer with how they could retain these employees, considering the current job-hopping phenomenon and the high cost of employee turnover. The purpose of this study is to understand the needs of employees at work and apply them to retention strategies. The study focuses on the differences between organizational levels, as this has not been sufficiently studied in the past. The present study applies Maslow's hierarchy of needs, along with traditional retention strategies to employee's current views, in order to create a new framework for retention strategies. As a qualitative case study, interviews have been conducted within a small firm from the real estate industry in the USA to obtain an insight into employees' needs at work and their perception of retention. It was of paramount importance that every level of the organization was represented, with responses from the lowest level administrator up to the partner owner level of the company. Discussing the findings, this study intends to create a model for employee job satisfaction at two different levels of an organization, thus providing an understanding of their needs and goals at work. As well also contributing to suggested retention strategies by offering a retention model for each level. The main contribution of this study is that it demonstrates a difference in factors for job satisfaction at different levels of an organization, which justifies the adoption of a uniquely adapted retention strategy for each level. If the traditional means of motivation and retention can be used for employees highly positioned within the hierarchy, this study shows that at a lower-level, employees seek well-being far more than performance and financial rewards. Thus, the conclusion has been proposed that achievement and success are central to the satisfaction and retention of high-level employees where well-being and company culture are central to low-level employees.

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Finch, Sheri A. "Training needs assessment for an operation in a juice processing plant." Online version, 2001. http://www.uwstout.edu/lib/thesis/2001/2001finchs.pdf.

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Johnson, Edsel J. "Exploration of training needs assessment methodologies employed by ISO 9000 registered organizations." Online version, 1999. http://www.uwstout.edu/lib/thesis/1999/1999johnsone.pdf.

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Messner, Angelina. "Needs assessment and analysis methods." Online version, 2009. http://www.uwstout.edu/lib/thesis/2009/2009messnera.pdf.

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Christian, Jody L. "An analysis of the methods utilized in business and industrial organizations by West Virginia training professionals to identify organizational training needs and evaluate training effectiveness." Huntington, WV : [Marshall University Libraries], 2001. http://www.marshall.edu/etd/descript.asp?ref=46.

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Mathaphuna, Modiegi Lucricia. "The needs and barriers as experienced by employees with physical disabilities in the workplace." Diss., Pretoria : [s.n.], 2007. http://upetd.up.ac.za/thesis/available/etd-04292008-102447.

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Parker, George. "Strategies for Retaining Employees in the Nonprofit Sector." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/4940.

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Voluntary employee turnover is a concern for nonprofit leaders due to human capital's strategic role in achieving performance excellence. The consequences of volunteer turnover include loss of profitability, productivity, knowledge, and financial stability. The purpose of this single-case study was to explore strategies used by 3 leaders of a nonprofit organization in the Washington, DC, area who have experience with the nonprofit's employee retention efforts. Data were collected from semistructured face-to-face interviews and organizational documentation and analyzed through the conceptual lens of Maslow's hierarchy of needs theory. Data gathered from interviews and analyses of organizational data and performance outcomes were manually coded and thematically organized. The use of member checking the data and methodological triangulation increased the trustworthiness of data interpretation and the study. Three key themes emerged: (a) training and development, (b) advancement opportunities, and (c) strategic leadership. Through analysis of data collected for this study, nonprofit leaders can assess their employees' development needs and provide training to support their growth. Nonprofit leaders may support their employees' development by creating a career path by aligning tenure with advancement and formal training. Nonprofit leaders' actions and decisions affect workforce commitment. Nonprofit employees are intrinsically motivated to create positive social change and make an impact on nonprofits' stakeholders via programs and services. Nonprofit leaders can use this study to improve retention strategies, ensure their employees' wellbeing, and contribute to positive social change by assisting employees in ensuring stakeholder wellbeing.

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Delfeld, Lauri A. "A Comparison of Training Needs in the Public and Private Sectors." Thesis, University of North Texas, 1994. https://digital.library.unt.edu/ark:/67531/metadc278159/.

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The training needs of managers in the public and private sectors were investigated and compared. Future trends in training that are foreseen by these managers were also researched. Forty-four public sector managers and 34 private sector managers completed a questionnaire covering such topics as: current training needs, current training efficiency, and future trends in training. Topics covered included an overview of the problem, identification and explanation of current trends in topical literature, results of the research, and conclusions drawn from the findings. The results indicated a small difference in current training needs of the two sectors. Recommendations for future studies included a larger sample population and a follow-up study of the private sector managers.

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Thompson, Paige D. "Differences between primary worksite health promotion program provider and program decision-maker in the measurement of success of worksite health promotion programs." Virtual Press, 1998. http://liblink.bsu.edu/uhtbin/catkey/1115424.

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This study has presented findings on the correlations of the attitudes of the health promotion program provider and the program decision-maker in measuring the success of their worksite health promotion programs. The purpose of this study was to answer the following three questions: 1) Do company decision-makers and primary program providers agree upon which evaluation methods are currently being used in their worksite health promotion program? 2) Do the company decision-makers and primary program providers rank the top five evaluation criteria in the same order of importance? and 3) In rank order, what are the top five preferred evaluation criteria of the program provider? Results indicate a strong correlation of agreement for questions 1 and 2 (0.937 and 0.951 respectively). The data suggests that primary health promotion program providers and company decision-makers share strong agreement on which evaluation criteria should measure program success. Justification of worksite health promotion requires that the program provider be accountable for the criteria on which the decision-maker bases the programs' success.
Fisher Institute for Wellness

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Hamaamba, Tyson. "Training needs for municipal employees: a case study of Makana Municipality." Thesis, Rhodes University, 2005. http://hdl.handle.net/10962/d1007952.

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This study investigated the education and training needs for municipal employees in order to inform an education and training strategy that would address environmental management challenges in Makana local municipality in Grahamstown, Eastern Cape province. The research was conducted as a qualitative case study that made use of questionnaires, document analysis, focus group discussions and interviews as instruments for data generation. Samples of respondents were selected from Makana Municipality employees in top and middle management positions, professionals/technicians and workers, including elected councillors. The study was contextualised through establishing environmental management issues in Makana municipality; establishing organisational needs; development of a learner profile; and through a review of policies and recent trends in adult education. The study established that the Makana Municipality employees are most concerned with the following issues: sanitation; solid waste management; livestock management and fire management. These issues require primary environmental competences among all council employees (top and middle management, professionals and technicians, workers and councillors who work on part-time basis). The educational implications needed to respond to these issues also require an understanding of legislation. The study also established that technical education and training which includes planning, project management, and financial and budgeting competences are necessary amongst the management and professionals. These competences may enable them to develop capacity in environmental management. This study further established the need for social education which includes competences such as communication and social justice. These competences should be developed amongst members of the same group as they need to involve the community in management of the environment. This should enable the municipality to create job opportunities and help change negative attitudes.

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Haegerstrand, Anna, and Emelia Knutsson. "The Attractive Workplace : Are the Site Offices Meeting the Employees´Needs?" Thesis, KTH, Fastigheter och byggande, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-254846.

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Previous research have shown a possible relationship between the indoor work environmentand the impact it has on the employees’ performance. Different factors can affect theperformance; physical parameters, such as ventilation and air quality, noise levels, thermalclimate, lighting and access to daylight, as well as the level of flexibility of the work, furnitureetc. Therefore, this study aims to investigate the quality of the indoor work environment at siteoffices within Company AB in Sweden. Further, how the physical and the psychologicalenvironment play an important role regarding the attractiveness of the workspace. The studywill only focus on four physical parameters affecting the physical functionality of an office; airquality, noise, temperature and lighting. The following research questions were asked: 1) Whatdifferent types of site offices can be identified in Sweden and what are the commonly usedoffice layouts? 2) How well does the actual indoor work environment at site offices align withthe restrictions by the Swedish Work Environment Authority? 3) How is the indoorenvironment of the site offices perceived by the people utilizing the workspace? 4) Which arethe most important parts to look at to improve the attractiveness of the site offices at CompanyAB? The study is both qualitative and quantitative including measurements, interviews,meetings, and a questionnaire as the main sources of information used to answer the researchquestions.According to the results, the two most commonly used site offices are construction trailers andrented premises. The visited offices had varied layouts since they are designed to fit the needsof the specific project organizations. Out of the four parameters, noise was the only one thatentirely fulfilled the requirements in the six site offices visited.The employees perceived the physical parameters in the site offices differently. The air qualitywas generally perceived to be sufficient in the office spaces but quite bad in the meeting rooms.Multiple employees thought noise was one of the most problematic parameters and it wasshown to possibly depend on work role or task. Employees expressed the need of a versatileoffice layout, with both open office areas and smaller secluded rooms combined, which couldincrease their concentration level and decrease disturbance. Another problematic parameterwas the temperature and generally, the need was to stabilize it throughout the year. Regardingthe lighting, many expressed the desire to be able to adjust it on their own.People perceive things differently which is why a more varied and flexible office might fulfillmore people’s needs. If these needs are fulfilled, it could improve not only the physical workenvironment but also the psychological work environment and therefore increase theattractiveness and job satisfaction of the employees.
Tidigare forskning har visat en möjlig koppling mellan inomhusklimat och dess påverkan påden anställdas prestation. Olika faktorer kan påverka prestationen; fysiska parametrar; såsomventilation och luftkvalitet, ljudnivå, termiskt klimat, ljus och tillgång till dagsljus samt nivånav flexibilitet på jobbet, möbler och andra faktorer. Därför syftar denna studie till att undersökakvalitén av arbetsmiljön inomhus på platskontor hos Company AB i Sverige. Vidare, hur denfysiska och psykiska miljön spelar en stor roll gällande hur attraktiv en arbetsplats är. Dennastudie kommer bara fokusera på fyra fysiska parametrar som påverkar den fysiskafunktionaliteten av ett kontor; luftkvalitet, ljud, temperatur och ljus. Följande forskningsfrågorhar ställts: 1) Vilka olika typer av platskontor kan identifieras i Sverige och vilka olikautformningar används vanligast? 2) Hur väl uppfyller den faktiska inomhusmiljön påplatskontoren kraven från Arbetsmiljöverket? 3) Hur upplevs inomhusmiljön på platskontorenav människorna som jobbar i dem? 4) Vilka är de viktigaste aspekterna för att ökaattraktiviteten av platskontoren på Company AB? Studien är både kvalitativ och kvantitativoch inkluderar både mätningar, intervjuer, möten och en enkät som de främstainformationskällorna för att svara på forskningsfrågorna.Resultaten visar på att de vanligaste platskontoren är byggbodar och inhyrda lokaler. Debesökta kontoren hade olika uppbyggnad eftersom de var utformade för att passa de specifikaprojektorganisationerna. Utav de fyra parametrarna var ljudet det enda som uppfyllde kraven ide sex besökta platskontoren.De anställda upplevde de fysiska parametrarna på olika sätt. Luftkvaliteten upplevdes generelltsom tillräcklig bland kontorsplatserna men ganska dålig i mötesrummen. Flera anställda tyckteatt ljudet var en av de mest problematiska parametrarna och det visade sig möjligtvis bero påarbetsroll eller uppgift. De anställda uttryckte ett behov av en varierad utformning av kontorenmed en kombination av både öppna kontorslandskap och mindre avskilda rum vilket skullekunna öka koncentrationsförmågan och minska störande ljud. En annan problematiskparameter var temperaturen och generellt var behovet att få en mer stabil temperatur över året.Vad gäller ljussättningen så uttryckte många att de ville kunna reglera den själva.Människor upplever saker olika vilket gör att ett mer varierat och flexibelt kontor kan uppfyllafler människors behov. Om dessa behov uppfylls kan detta förbättra inte bara den fysiskaarbetsmiljön utan också den psykiska arbetsmiljön och kan därigenom öka attraktiviteten samtarbetsnöjdheten hos de anställda.

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Sega, Meleina A. "Training and needs assessment technique improvement in customer service through a field observation study." Menomonie, WI : University of Wisconsin--Stout, 2006. http://www.uwstout.edu/lib/thesis/2006/2006segam.pdf.

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Walker, Matthew Robert. "Informational expectations, needs, and receptions of newcomers and transferees, and their effects on job satisfaction and organizational commitment /." free to MU campus, to others for purchase, 2001. http://wwwlib.umi.com/cr/mo/fullcit?p3013038.

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Baumann, Karen. "Needs Assessment for a Lifestyle Intervention Weight Loss Program for Hospital Employees." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3658.

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The rate of obesity is increasing in the United States. In Florida, almost 60% of the population will be obese by 2030. This increase is expected to contribute to millions of cases of preventable chronic diseases costing the state an estimated $34 billion dollars. Employer-sponsored health programs can positively influence employees' lifestyle choices and support weight loss programs to reduce health-related costs to the employee and the employer. Guided by the transtheoretical model, the purpose of the project was to conduct an employee assessment to determine the need for, interest in, and readiness for a lifestyle intervention weight loss program. One-hundred sixteen employees from a participant pool of 1,500 employees of a community hospital completed an online survey by providing information on age, weight, gender, body mass index, and exercise patterns. They also answered the 36-item University of Rhode Island Change Assessment Scale to determine readiness for participating in the workplace-based Group Lifestyle Balance program. Data were summarized using descriptive statistics; 52% of respondents were between 26 and 55 years of age and 44% of respondents were obese. Scores on the Change Assessment Scale revealed that 46.4% (n = 54) of the respondents were thinking about making a lifestyle change within the next 6 months. The findings indicated that many hospital employees were in the contemplation stage of readiness for change and they were receptive to additional information about the weight loss program. The needs assessment was the first step toward establishing community-level social change, starting with hospital employees, to decrease obesity and improve population health.

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Stuckert, Donald H. "A study of corporate intranets and their impacts on current and future training needs." Online version, 2000. http://www.uwstout.edu/lib/thesis/2000/2000stuckertd.pdf.

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Gqamane, Zukiswa. "An investigation of the empowerment needs of councillors with reference to the King Sabata Dalindyebo local municipality, province of the Eastern Cape." Thesis, Nelson Mandela Metropolitan University, 2011. http://hdl.handle.net/10948/d1010168.

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The purpose of this study was to investigate the empowerment needs of councillors in a municipality. The main focus was to assess the successes or inadequacies of the empowerment programmes previously offered to councillors by the King Sabata Dalindyebo Local Municipality. In order to achieve the research objectives an in-depth literature study was undertaken. A survey was also conducted to examine the level of empowerment being offered by the King Sabata Dalindyebo Local Municipality to its councillors and the data was collected by means of self-administered questionnaires. The literature study proved the hypothesis to be correct, which stated that empowered councillors could enhance effective public participation, effective communication which could result in effective service delivery. The empirical study revealed that certain councillors require adequate training in areas such as communication skills, council’s rules of procedures and new developmental mandate assigned to local government. The empirical survey also revealed that there is limited mutual trust between councillors and the senior officials, immediate intervention is required to restore trust between councillors and officials. It has been recommended that King Sabata Dalindyebo Local Municipality should not only provide regular “in house” training, but also training conducted by outside agencies is required. In certain instances, one may find that municipalities may not have fully capacitated persons for “in house” training. Thus, outside agencies which possess the relevant expertise such as universities and SALGA should be encouraged to also facilitate capacity training for councillors.

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Pieschl, Jordan Marie. "Assessing supply, demand, and professional development needs of employees in water-related careers." Thesis, Kansas State University, 2017. http://hdl.handle.net/2097/35441.

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Master of Science
Department of Communications and Agricultural Education
Shannon G. Washburn
STEM fields represent between 5% and 20% of all employed in the United States (United States Department of Labor – Bureau of Labor Statistics, 2015). Many employers of job positions in the STEM field have indicated an ongoing challenge of demand for such employees exceeding supply (Hira, 2010). Literature suggests a skills gap exists in some career fields and labor markets (Sentz, 2013). A topic that falls in many STEM fields in water resources. In Kansas, both supply and demand of water resources vary greatly across the state. A growing trend statewide, however, is a need to focus efforts on preserving the quality and quantity of Kansas’ water supply. Anecdotal evidence suggests the focus on water resources increases the demand for employees prepared for careers in related STEM fields (S. Metzger, personal communication, May 3, 2016). Drawing on both the Human Capital Theory and the Theory of Work Adjustment, descriptive survey research and qualitative interviews based in symbolic interactionism were used to gather data from employers of water-related job positions. The data indicated that a variety of employability and technical skills describe both employers’ ability requirements and employees’ ability sets. The results of the study suggest that, while employers have not recently experienced much challenge filling job vacancies, demand for employees could increase in the near future. Additionally, employers utilize a variety of professional development resources, and would utilize others if available. While levels of correspondence range among ability requirements and ability sets depending on the job position, efforts in education and recruitment could help address the supply of candidates for these positions.

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Ryan, Fiona. "The part-time employment relationship : an investigation of its capabilities to meet the needs, wants and expectations of employees and employers." Thesis, University of Huddersfield, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.285612.

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Anderson, Craig L. "An analysis of the training needs of 460 employees located within the seven county metropolitan areas of Minneapolis-St. Paul, Minnesota employing 50 or more employees." Online version, 2000. http://www.uwstout.edu/lib/thesis/2000/2000andersonc.pdf.

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Pereira, André Francisco Graça. "Establishing competencies needs for startup companies : a study of managers and employees' perceived requirements." Master's thesis, Instituto Superior de Economia e Gestão, 2018. http://hdl.handle.net/10400.5/16056.

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Mestrado em Ciências Empresariais
Nos negócios, o desempenho superior das empresas é alcançado reunindo o conjunto apropriado de competências que a força de trabalho tem a oferecer. Os gestores precisam ser claros sobre suas necessidades e prioridades e estabelecer expectativas claras. O objetivo desta investigação foi estabelecer as necessidades de competências para startups, avaliando os requisitos percebidos pelos gestores e colaboradores nos seus locais de trabalho. A investigação baseia-se no trabalho desenvolvido por Bartel-Radic et al (2017) e Spencer e Spencer (1993). Este estudo analisa os requisitos percebidos pelos gestores e colaboradores para as competências essenciais para startups. Os resultados da pesquisa demonstram a existência de um gap entre a importância atribuída pelos gestores às competências investigadas que acreditam ser críticas para seus negócios e a importância atribuída pelos colaboradores às mesmas competências. Além disso, os resultados da pesquisa demonstram que a importância que os colaboradores das startups atribuem às competências identificadas pelas empresas startups depende da sua experiência profissional. Por fim, os resultados da pesquisa demonstram que a importância que os colaboradores de startups atribuem às competências identificadas pelas empresas startup depende do acompanhamento dos gestores de startups ao seu trabalho.
In businesses, the corporations' superior performance is attained by gathering the appropriate set of competencies the labor force has to offer. The managers need to be clear about their needs and priorities and establish clear expectations. The goal of this research was to establish competencies needs for startup companies by gauging the managers and employees` perceived requirements at their place of business. The research rests upon the work developed by Bartel-Radic et al (2017) and Spencer and Spencer (1993). This study analyses the managers and employees` perceived requirements for the essential competencies for startup companies. The survey results demonstrate the existence of a gap between the importance attributed by the managers to the surveyed competencies they believe to be critical for their business and the importance attributed by the employees to the same competencies. Additionally, the survey results demonstrate that the importance startup employees attribute to the startup companies` identified competencies depends on their professional experience. Finally, the survey results demonstrate that the importance startup employees attribute to the startup companies' identified competencies depends on the startup managers` accompaniment of their work.
info:eu-repo/semantics/publishedVersion

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Bhojwani, Esha Nanda. "Domestic helpers and the care of English speaking special needs children in Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2000. http://hub.hku.hk/bib/B31250816.

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Schwenk, Kaye Louise. "A study to design an effective professional employee rating form by using teacher perceived needs as rating scale criteria." Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 1990. http://www.kutztown.edu/library/services/remote_access.asp.

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Ramsey, Alex Taylor. "Minding the Interpersonal Gap at Work: Role of Mindfulness on Workplace Ostracism in Employees." OpenSIUC, 2012. https://opensiuc.lib.siu.edu/dissertations/495.

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Workplace ostracism is a ubiquitous phenomenon that can have negative implications for both individuals and organizations. Despite evidence indicating that ostracism is a painful experience associated with detrimental health and work-related outcomes, very little research has investigated the potential role of personal resources and workplace interventions in mitigating the prevalence and harmful impact of ostracism on employees. Mindfulness--due to its implications for enhanced attention in personal interactions, heightened awareness of others' needs, and acceptance of stressful situations--is one such resource that could prove beneficial in this regard. The current research examined the role of both trait and state mindfulness in reducing the propensity to commit ostracizing behaviors and attenuating perceptions of being "out of the loop" due to one's own lack of attention. Additionally, mindfulness was expected to buffer the harmful impact of workplace ostracism on need satisfaction, and thus have relevance for more distal health-related (i.e., psychological well-being) and work-related (i.e., job satisfaction and organizational citizenship behaviors) outcomes. Three studies investigated these relationships through cross-sectional (Study 1), experimental laboratory-based (Study 2), and quasi-experimental intervention-based (Study 3) designs. Evidence of the benefits of mindfulness in decreasing exclusionary behaviors and protecting targets of ostracism was apparent in each study. The current studies yield support for the relevance of mindfulness in addressing the substantial problem of ostracism within workplaces and other organizations.

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Teffu, Matome Edward. "Aligning employee training needs and workplace skills plan in the Limpopo Department of Health." Thesis, University of Limpopo, 2014. http://hdl.handle.net/10386/1404.

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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

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Tehyrell, Jasmine. "Överrensstämmelsen mellan chefers uppfattning om värderingar och behov i arbetslivet och tidigare forskning." Thesis, Mälardalens högskola, Akademin för hälsa, vård och välfärd, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-33189.

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Kim, Sunny. "Factors associated with the total quality management educational needs of employees in selected Korean companies /." The Ohio State University, 1995. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487868114110036.

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Wood, Joyce E. "An Integrated Needs Assessment And Training Plan Model For Employees of the Logistics Systems Group." NSUWorks, 1991. http://nsuworks.nova.edu/gscis_etd/932.

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The focus of this study was an integrated needs assessment and training plan model for Computer Services Logistics Support, a group within a computer services company which is a subsidiary of an aerospace company. The need for a training plan is based on limited training budget and limited availability of classes. In addition, a recent decrease in the number of employees has not been paralleled by a decrease in the number of applications supported by the organization. Although the present scheduling process serves many needs in the larger company organization, it does not provide for long range planning of training programs. Through the formalized processes of needs assessment and task analysis, training inadequacies were identified and addressed. After criteria were developed for each task, the tasks were grouped into general areas of training needs. Managerial data were then compiled for each analyst. The needs analysis and task analysis confirmed that Computer Services Logistics is a service organization that provides two primary functions or interfaces: the human-ta-human interface and the human- ta-machine interface. Data indicated that the group is well trained in the latter, but does more tasks that require the Fonner. Based on the findings, the development of an online expert system for planning training is recommended. This system would include a database of all available courses that can be maintained over a long period of time.

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Jasson, Frances Lilian. "Understanding the wellness needs of academic employees at a higher education institution in the Western Cape." University of the Western Cape, 2020. http://hdl.handle.net/11394/8018.

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Magister Commercii - MCom
Higher education institutions (HEIs) worldwide are faced with complex changes and challenges. Employees at these institutions are also faced with even greater demands and obstacles. Academics often work under pressure and fail to achieve balance in their work and other life activities as they strive to meet their job demands. As a result, the academic employee’s well-being may suffer. As the job demands of academics escalate, the level of support and other resources that academics receive appears to decline. Other resources include staffing, support from management, and spaces and places for wellness. When such support is limited or missing, the ensuing stress, burnout, and ill health affect the well-being of academics. Therefore, it is important for universities to invest in a holistic wellness programme formulated specifically to meet the needs of their employees.

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35

Kam, Hok-lai, and 金學禮. "Analysis of the needs for training and development of ambulance officers in Fire Services Department." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2011. http://hub.hku.hk/bib/B46780658.

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Ledwaba, Neria Hunadi. "Identification of employees needs to be addressed in the HIV/AIDS programme at Aventis Pharmaceutical Company." Diss., Pretoria : [s.n.], 2003. http://upetd.up.ac.za/thesis/available/etd-11182003-132232.

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Andersson, Emelie, and Elin Mårtensson. "Employee retention or company performance-The implied contribution of internal marketing activities." Thesis, Högskolan i Halmstad, Sektionen för ekonomi och teknik (SET), 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-23601.

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The purpose of this study is to map the activities used for satisfying employee’s needs in an engineering company and with the support of theory concretize their contribution to employee retention and company performance.

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Overstreet, Timothy L. "Report of a health needs assessment conducted for Roanoke City Public Schools." Master's thesis, This resource online, 1991. http://scholar.lib.vt.edu/theses/available/etd-02022010-020119/.

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Hires, Teri Meadows. "An Analysis of the Utilization of Needs Assessments by Training and Development Professionals." Thesis, North Texas State University, 1987. https://digital.library.unt.edu/ark:/67531/metadc331728/.

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The purpose of this study was to analyze the utilization of needs assessments by training and development professionals in a large metropolitan training association. The study sought to determine (1) how frequently needs assessments were used; (2) how the results of needs assessments were used; (3) whether the needs assessment model was developed by in-house staff or outside consultants; (4) whether needs assessments were utilized more frequently within specific industry groups; and (5) the respondents' perceived level of importance placed on the needs assessment process. To accomplish these objectives, this study surveyed members of the Dallas chapter of the American Society for Training and Development (ASTD).

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Shindley, Lynda R. "Equal opportunities for professional development a needs assessment for a non-profit professional organization /." Menomonie, WI : University of Wisconsin--Stout, 2006. http://www.uwstout.edu/lib/thesis/2006/2006shindleyl.pdf.

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Kgole, Mmapula Emily. "The needs of caregivers of abandoned children." Diss., Pretoria : [s.n.], 2007. http://upetd.up.ac.za/thesis/available/etd-04302008-074106.

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Robertson, Lynn Ann. "Assessment of Educational Needs and Current Practices of Front-line Grocery Employees in the Deli and Bakery." Thesis, Virginia Tech, 2010. http://hdl.handle.net/10919/43459.

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Grocery store associates in the deli-bakery departments serve and prepare an increasing amount of ready-to-eat foods. This increases the need for a detailed, effective food safety training program in retail grocery establishments to prevent food borne illness. This research examines food safety knowledge, training preferences, needs, and current practices of grocery stores deli-bakery employees in Southwest and Southern Virginia. This research had two phases. Phase I: employees completed a thirty-four question needs assessment survey concerning background, food safety training needs, preferences and knowledge. Phase 2: 15 employees (from phase 1 locations) food behaviors were observed for approximately six hours each (89.05 hours total). Observational data collection focused on glove use, cross-contamination, and hand washing. The results showed that most grocery food handlers desired hands-on, interactive and one-on-one training that occurs frequently, but is short: less than two hours in length. Overall, most grocery food handlers had general safe food handling knowledge; however, the observational behavior data indicates behaviors do not reflect their knowledge. Greater than 95% understanding was found on the subjects of hand washing and glove use; however, these items were observed practiced incorrectly the most with bare hand contact with ready-to-eat foods and lack of hand washing prior to glove use. The creation of short, hands-on or interactive trainings for retail grocery food handlers that focuses on changing food handling and preparation behaviors may be more effective than current training.
Master of Science in Life Sciences

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Bloir, Kirk L. "A Study of Ohio State University Extension Employees’ Readiness for Changein Relation to Employee-Supervisor Relationship Quality, Basic Psychological Needs Satisfaction, and Dispositional Resistance to Change." The Ohio State University, 2014. http://rave.ohiolink.edu/etdc/view?acc_num=osu1408958834.

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Philander, Elisca S. "A training needs analysis into map use in a military context." Thesis, Stellenbosch : Stellenbosch University, 2002. http://hdl.handle.net/10019.1/52714.

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Thesis (MA)--University of Stellenbosch, 2002.
ENGLISH ABSTRACT: The primary objective of the South African National Defence force is the protection of its citizens against external threats. The nature of the work, especially in operational situations, very often causes members of the SANDF to work in remote and unknown territory. The SANDF is composed of different units such as the army, air force and navy. All of these units typically control a specific aspect of the environment, especially in operational situations, and is very often also geographically spread over a large area. The battle commander would typically be in charge of all these units and must direct and control them efficiently towards achieving their assigned mission. In order to be an effective battle commander, the commander must thus be able to understand the terrain that his/her units are operating in, and maps are often the only information to base such understanding on. Map use is thus a critical success factor in effective battle command, and also for every member of the units navigating the often unknown terrain. The aim of the study is to conduct an investigation into the status quo of map use proficiency in the military, and specifically the South African National Army. The investigation comprises the following: • To conducting a detailed task analysis into map use in a military context, in order to establish specific map use functions and related skills regarded as critical in the military context. • The development of a proficiency test, taking the form of a questionnaire, based on the skills identified in the task analysis. Comparing the results of the questionnaire with map use skills identified in the task analysis, to determine the level of map use proficiency in military context. The secondary aims of the study comprise the following: • To investigate the level of map use training and determine if a need exists in term of additional map use training in the military, based on subjective opinions. • To investigate the level of computer literacy and the need for formal computer training in the military context. The key conclusions of the study are the following: • A gap between optimal and actual performance has been identified in terms of map use in the military context. • This gap can largely be attributed to insufficient structures and processes within the military context to facilitate effective map use.
AFRIKAANSE OPSOMMING: Die primêre doel van die Suid-Afrikaanse Nasionale Weermag is om die burgers van die land te beskerm teen eksterne gevare. Die aard van die werk veroorsaak dat soldate, tydens operasionele toestande, dikwels na onbekende en vreemde areas verplaas ten einde bogenoemde primêre doel te bereik. Die weermag bestaan tipies uit verskillende eenhede, wat elk gefokus is op die verrigting van spesifieke funksies, en dikwels geografies wyd versprei is. In gesamentlike operasies, is die operasie bevelvoerder tipies in beheer van die verskillende eenhede en moet hy toesien dat hul bewegings gekoordineer is ter bereiking van hul doel. Die operasie bevelvoerder, ten einde die doelwit effektief te bereik, moet in staat wees om die terrein waar die verskillende eenhede beweeg te ontleed, en effektief tot doelbereiking kan benut. Kaarte is een van die primêre bronne van inligting, ten einde die terrein te ontleed om dit sodoende tot voordeel te kan gebruik. Effektiewe gebruik van kaarte is dus 'n kritieke faktor wat bydra tot die sukses van die operasie bevelvoerder, asook vir feitlik elke lid binne die verskillende eenhede wat deur dikwels onbekende terrein moet navigeer. Die doelwitte van die studie is om 'n ondersoek in te stel na die status quo met betrekking tot kaart-gebruiksvaardigheid in die Suid Afrikaanse Nasionale Weermag. Die studie behels die volgende: • 'n Omvattende taak-analise ten opsigte van die gebruik van kaarte in die militêre konteks, om sodoende spesifieke funksies en verwante vaardighede te identifiseer wat as kritiek vir die militêr beskou word. • Om 'n vaardigheidstoets in 'n vraelys te inkorporeer, gebaseer op bogenoemde geïdentifiseerde kaart-gebruiksvaardighede. • Om die resultate van die vaardigheids-toets te vergelyk met dié geïdentifiseer in die taak-analise, om sodoende die vlak van kaartgebruiksvaardighede te bepaal in die militêre konteks. Die sekondêre doelwitte behels die volgende: • 'n Ondersoek na die vlak van kaart-gebruiksopleiding en om te bepaal of 'n behoefte bestaan na verdere kaart-gebruiksopleiding, gebaseer op subjektiewe opinies. • 'n Ondersoek na die vlak van rekenaargeletterdheid, en die behoefte aan rekenaar-opleiding. Die afleidings wat uit die studie gemaak kan word is die volgende: • daar bestaan 'n prestasie-gaping tussen optimale and werklike prestasie met betrekking tot die gebruik van kaarte in die militêre konteks, en • hierdie gaping kan grootliks toegeskryf word aan onvoldoende strukture binne die miliêre konteks, wat nie kaart-gebruiksvaardighede fasiliteer nie.

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45

Lindström, Theres, and Lii Högberg. "Arbetsrelaterade identiteter och ambitioner : En jämförande enkätstudie mellan olika anställningsformer inom vård och omsorg." Thesis, Högskolan i Gävle, Avdelningen för socialt arbete och psykologi, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-12497.

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Studiens syfte var att undersöka huruvida arbetsrelaterade identiteter och ambitioner skiljer sig åt beroende på anställningsform, tillsvidareanställning (N = 26) och tidsbegränsad anställning (N = 22). En enkät besvarades av 48 individer, fördelade på fem avdelningar på ett sjukhus i Mellansverige. Respondenterna skattade de arbetsrelaterade identitetsmåtten: organisationsidentitet, professionsidentitet, medarbetaridentitet, identitetsbehov och identitetskonflikt samt ambitionsmåtten: engagemang, framsteg/karriär och konflikt. Resultatet visade att det finns intressanta skillnader i enskilda frågor, exempelvis att tidsbegränsat anställda i högre grad är nöjda med valet av profession än tillsvidareanställda. Samtidigt skulle de tillsvidareanställda förlora vem jag är-känslan mer om de förlorade sitt arbete, än de tidsbegränsat anställda. Utveckling, högre lön och ändrad anställningsform är det som respondenterna mest strävar efter i denna studie. Studien resulterar i slutsatsen att både organisationer och den enskilda individen har behov, gemensamt kan de dra nytta av varandra och tillsammans förverkliga uppställda mål.
The main purpose of this study was to determine whether permanent employees (N=26) and temporary employees (N=22) have different views regarding work-related identities and strivings. A survey was handed out to five different departments at a hospital in Sweden. The participants valued working identity based on: level of organization identity, profession identity, peer identity, need for identity and conflict identity. They also valued personal striving that included: commitment, progress and conflict. The result showed interesting differences in specific questions, e.g. that temporary employees are more satisfied with their choice of profession than permanent employees. Meanwhile the permanent employees would lose their feeling of who I am if they lose their work, more than the temporary employees. Furthermore, this study’s result also shows that personal development, higher wages and a change in their contracts are what the participants mostly strive for. The study results in the conclusion that both organizations and individuals have individual needs and together, they can benefit from each other and implement goals.

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46

Sturgeon, Jean A. "A needs assessment to determine the content and format of a national certification examination for financial counselors." Thesis, Virginia Tech, 1988. http://hdl.handle.net/10919/45435.

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This study was designed to determine (1) the level of priority that employees of nonprofit counseling agencies affiliated with the National Foundation for Consumer Credit (NFCC) feel the topics of credit, personal finance, investments, counseling, and consumer education should be given on a national certification examination for financial counselors, and (2) to determine the viewpoints of NFCC counselors concerning the format of a national certification examination.

Data were collected with a 162-item questionnaire from 281 individuals employed by nonprofit counseling agencies affiliated with the NFCC; this represented an 83% response rate. Respondents were asked to prioritize 138-items on a scale of 1 for low priority to 5 for high priority. The items were distributed unevenly among the five topic areas.

The overall mean priority score of all five topic areas was 3.6. Credit and counseling both received the highest individual topic mean priority score of 4.1.

Master of Science

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47

Cogswell, Dennis Robert. "Assessing the training and staff development needs of mental health/mental retardation professionals: a multi-method framework." Diss., Virginia Polytechnic Institute and State University, 1985. http://hdl.handle.net/10919/54743.

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This research addressed the need for the development of a multi-method needs assessment framework that could be used by Training Directors within the 40 Community Service Boards in Virginia to identify the training and staff development needs of professional staff. The study was carried out over a one year time period. First a multi-method needs assessment framework was developed. This framework consisted of three different needs assessment methods designed to produce a list of the top ranked needs in relation to (a) clinical, (b) prevention and consultation and (c) administration training and staff development needs. These methods were: (a) the review of performance evaluations by a three person committee, (b) the use of a nominal group technique by a five person Training Assessment Committee and (c) the completion of a Self-assessment Questionnaire by the professional staff on the rate of hindrance on each of 150 competencies that pertain to community mental health and mental retardation professional practice. Following review and verification by a panel of experts, this multi-method framework was field tested in the Rockbridge Mental Health Center, Lexington, Virginia. Those needs that were identified by all three methods of the multi-method framework for this CSB were listed as the primary training and staff development needs. The research concluded that the multi-method needs assessment framework had sufficient utility for it to be used throughout Virginia in the 40 CSBs to assess training and staff development needs. The triangularization of data allowed the needs identified by one method to validate the needs identified by the other methods.
Ed. D.

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48

Stuska, Susan Jolene. "Needs-based curricular content goals for two-year equine curricula." Diss., This resource online, 1993. http://scholar.lib.vt.edu/theses/available/etd-08032007-102241/.

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49

Chew, Kheng-Suan. "Money talks : what bank employees in four banks in Hong kong say about their work, language and training needs." Thesis, University of York, 2008. http://etheses.whiterose.ac.uk/11084/.

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Mabunda, Khensani. "Determining industries' environmental training needs, with special reference to the manufacturing and engineering industries in the Eastern Cape." Thesis, Rhodes University, 1998. http://hdl.handle.net/10962/d1006217.

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This paper presents the outcome of two case studies and a survey of manufacturing and engineering industries in the Eastern Cape, to explain their environmental education and / or training needs. The methods involved in case studies were interviews, observation and document analysis and for the survey a postal questionnaire. Respondents were generally able to identify their companies' environmental impacts and most thought that education and/training has a role to play in helping them deal with those impacts. While respondents identified environmental awareness for workers as the main role that education and / or training can play, it also has to help management understand its environmental role in dealing with environmental management systems and legislation, as well as supporting education and training. Education and/or training should take both managers and workers beyond the superficial understanding of the concept of environment. In-house and external trainers were identified as potential trainers as this would both overcome a current lack of capacity and make continuity possible when external trainers cease training. Trainers should be environmentally qualified. Respondents have mostly shown support for learning-on-the-job but less so on special environmental courses or including an environmental component in all training programmes. Some training sections consider their sections as already overladen and unable to accommodate other training programmes. The problem is therefore more logistic than environmental.

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Dissertations / Theses on the topic 'Needs of employees'

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