TRAINING NEEDS ASSESSMENT FOR SMALL BUSINESSES: THE CASE OF THE HOSPITALITY INDUSTRY IN JORDAN

This study is designed to assess and identify the status of hospitality training needs, methods and potential challenges within the hospitality industry, in order to recognize gaps and develop training programmes that address and enhance the competitiveness of small businesses within it. A qualitative approach was employed, whereby face-to-face and semi-structured interviews were conducted with 60 owners and managers of small businesses in the hospitality industry. Using thematic analysis, the study concludes that communication skills, especially foreign languages, are the most the important training need at both managerial and operational levels. Moreover, the study found that on-the-job training is one of the most important training methods. Furthermore, a lack of training budgets is found to be the most critical challenge to training. The study provides empirical evidence and practical implications for decision-makers in the hospitality industry.

Physiotherapists perceived role in managing anxiety in patients with relapsing-remitting multiple sclerosis: a mixed-methods study

Background Anxiety is common for people with Multiple Sclerosis (PwMS) and is higher in those with relapsing-remitting MS (RRMS) and in community-based samples. Anxiety can impact self-efficacy, pain, fatigue, engagement in physical activity and treatment adherence, all of which influence the rehabilitation process. Little is known about how physiotherapists manage anxiety in PwMS and the challenges associated with anxiety throughout the rehabilitation process, in community and outpatient settings. Methods A mixed-methods design, combining a cross-sectional survey and semi-structured interviews with UK-physiotherapists, was used to answer the research question. To inform the qualitative study, a cross-sectional survey collected data from physiotherapists working in neurology to understand the impact and management of anxiety in people with MS (PwMS) during rehabilitation. Analysis used descriptive statistics and the findings formed the interview guide. Semi-structured interviews with specialist physiotherapists explored barriers and facilitators to managing anxiety in PwMS in community and outpatient settings, identified perceived physiotherapy training needs and offered suggestions to develop physiotherapy research and practice. Themes were derived inductively. Results The survey suggested how PwMS present with anxiety, its impact during rehabilitation, physiotherapy management practices, and physiotherapist skills and training needs. Five semi-structured interviews with specialist physiotherapists expanded on the survey findings and identified five main themes: Understanding the MS journey, modifying assessment and treatment, anxiety management toolbox, lagging behind Musculoskeletal Physiotherapy, and gaining knowledge and skills. Conclusion Physiotherapists encounter anxiety in PwMS in community and outpatient rehabilitation and perceive they have a role in managing it as it presents. Facilitators included communication, listening skills and opportunities to develop strong therapeutic relationships. Poor training and support, lack of clinical guidelines and limited research evidence were considered barriers. Clinically relevant learning opportunities, interprofessional working, and greater support through clinical supervision is recommended to better develop physiotherapy practice.

Examining the Role Clarity, Ability, and Training Needs of Paraeducators Supporting Students With Disabilities in Physical Education Settings

Paraeducators are often utilized in physical education environments to assist instructors as well as students with disabilities; however, there is little research on the utilization of these professionals within this setting. This study explored paraeducators’ perceived roles and competencies in physical education from the perspectives of both paraeducators and physical educators. This study was conducted with physical educators and paraeducators serving as participants and completing a content-validated survey on the various roles typically assumed by paraeducators when assisting in physical education classes. Data were analyzed via descriptive statistics and t tests, and differences between physical educators and paraeducators were identified. Results indicated these key findings: (1) There was a significant difference in the perception of role clarity of paraeducators between participant groups, (2) there was a significant difference in the perception of role ability of paraeducators between participant groups, and (3) there was not a significant difference between groups in terms of the training needs of paraeducators specific to physical education. Using the results of this study, physical educators and paraeducators can work together to provide the best learning environment possible within physical education for students with disabilities and within the working environment for both physical educators and paraeducators.

Training needs assessment for practicing pediatric critical care nurses in Malawi to inform the development of a specialized master’s education pathway: a cohort study

Background Significant improvements in under-five mortality in Malawi have been demonstrated over the past thirty years; however, Malawian healthcare remains with gaps in availability and access to quality pediatric critical care nursing training and education. To improve expertise of pediatric critical care nurses in Malawi, Kamuzu University of Health Sciences (KUHeS), Queen Elizabeth Central Hospital (QECH), and Mercy James Center (MJC) entered a partnership with Seed Global Health, a US non-governmental organization. A needs assessment was conducted to understand the training needs of nurses currently working in pediatric critical care and in preparation for the development of a specialized Master’s in Child Health pathway in Pediatric Critical Care (PCC) Nursing at KUHeS. Methods The needs assessment was completed using a survey questionnaire formatted using an ABCDE (Airway, Breathing, Circulation, Disability, and Exposure) framework. The questionnaire had Likert scale and yes/no questions. Data was manually entered into excel and was analyzed using descriptive statistics. Results One hundred and fifty-three nurses at QECH and MJC responded to the survey. Most nurses were between the ages of 25 and 35 years (N = 98, 64%), female (N = 105, 69%), and held either a Bachelors (N = 72, 47%) or diploma (N = 70, 46%) in nursing. Nurses had high rates of confidence in certain skills: airway management (N = 120, 99%), breathing assessment & management (N = 153, 100%). However, nurses demonstrated little to no confidence in areas such as: mechanical ventilation (N = 68, 44%), ECG evaluation (N = 74, 48%), and arterial blood gas collection & interpretation (N = 49, 32%). Conclusion It is important to identify priority areas for training and skills development to address in the PCC master’s within the child health pathway at KUHeS. Ideally this partnership will produce practice-ready PCC nurses and will establish a recognized PCC nursing workforce in Malawi.

The challenges confronting the training needs assessment in Saudi Arabian higher education

This research examines the problems encountered by the Training Needs Assessment (TNA) system from the perspective of faculty members and Human Resources (HR) managers in emerging public universities in the Saudi Arabian Higher Education sector. It aims to understand how problems with this will affect the success rate of Training and Development (T&D) curriculums. The research comprises an analytical study using a case study method of analysis. Qualitative data collection was carried out using semi-structured interviews with 75 senior managers and faculty members of four selected universities, selected using purposive non-random sampling. The data was analysed using Thematic Analysis (TA). The results highlight the insufficiency of the TNA techniques applied to ascertain training requirements. The primary obstacles to successful TNA were inadequate HR processes, insufficiently experienced HR directors, poor engagement, and favouritism concerning the selection of candidates for T&D. These issues affect the enthusiasm of those in the department. Additionally, resources required for T&D, particularly time and money, are misused, which could influence the growth potential of the universities against the country’s Vision 2030 plan. The findings indicate procedural differences in selecting and approving staff requests for Human Resource Development (HRD) support, managerial discretion in selecting participants for HRD programmes, and selective or restricted access to HRD programmes for foreign-born employees, which raises significant questions about equality policies. This study is unique as a contribution to the literature in exploring the challenges faced by the TNA process in Saudi Arabian Higher Education, therefore broadening understanding in the field as a whole, especially concerning the developing countries and Gulf Cooperation Council of Nations. The study concludes that there is currently unsatisfactory commitment in determining the staff training needs by the HR departments of Saudi Arabian public universities, which damages morale and leads to a lack of faith between HR directors and departmental staff. Finally, this study contributes to the area of policy decision-making by reporting the present situation surrounding the issues related to the application of TNA in T&D.

Measuring Developers' Software Security Skills, Usage, and Training Needs

Software security does not emerge fully formed by divine intervention in deserving software development organizations; it requires that developers have the required theoretical background and practical skills to enable them to write secure software, and that the software security activities are actually performed, not just documented procedures that sit gathering dust on a shelf. In this chapter, the authors present a survey instrument that can be used to investigate software security usage, competence, and training needs in agile organizations. They present results of using this instrument in two organizations. They find that regardless of cost or benefit, skill drives the kind of activities that are performed, and secure design may be the most important training need.

Training Needs of Horticulture Extension Personnel in Jammu Region of J&K State, India

Effective extension work depends upon competent and well-trained extension personnel. Horticulture extension personnel (Horticulture Development Officers and Horticulture Technicians) occupy the focal position in transfer of technologies to the orchardists in Jammu and Kashmir. Given this a study entitled “Training needs of horticulture extension personnel in Jammu region of Jammu and Kashmir” was undertaken. Data was collected from 200 horticulture extension personnel (30 horticulture development officers and 170 horticulture technicians) working at gross root level in all ten districts of Jammu region. Training need important score was categories in to three categories viz. least important, important, most important by using mean ± S.D technique. The finding reveals that horticulture development officer and horticulture technicians’ categories Pests /disease identification and their control measures as most important training areas in technical skills where time and methods of planting was placed as least important. Similarly in case of communication skills demonstration technique was rated highest important training need area and script writing as least important. Motivation technique and programme planning were also categories as most important training need areas of supervisory skills by horticulture development officers. Two factors viz. trainings attended and information utilization sources were significantly affecting the training needs of horticulture extension personnel.

Training Needs of Horticulture Extension Personnel in Jammu Region of J&K State, India

Effective extension work depends upon competent and well-trained extension personnel. Horticulture extension personnel (Horticulture Development Officers and Horticulture Technicians) occupy the focal position in transfer of technologies to the orchardists in Jammu and Kashmir. Given this a study entitled “Training needs of horticulture extension personnel in Jammu region of Jammu and Kashmir” was undertaken. Data was collected from 200 horticulture extension personnel (30 horticulture development officers and 170 horticulture technicians) working at gross root level in all ten districts of Jammu region. Training need important score was categories in to three categories viz. least important, important, most important by using mean ± S.D technique. The finding reveals that horticulture development officer and horticulture technicians’ categories Pests /disease identification and their control measures as most important training areas in technical skills where time and methods of planting was placed as least important. Similarly in case of communication skills demonstration technique was rated highest important training need area and script writing as least important. Motivation technique and programme planning were also categories as most important training need areas of supervisory skills by horticulture development officers. Two factors viz. trainings attended and information utilization sources were significantly affecting the training needs of horticulture extension personnel.