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Southeast Nebraska workforce development needs assessment

Mona Ann Callies, University of Nebraska - Lincoln

Abstract

The purpose of this study was to determine the training needs of employers in southeast Nebraska. In addition, the needs assessment was conducted to determine what services were of most interest, what resources were available, what barriers existed, what methodology was most effective, and the reasons employers provided training. ^ The population for the study was 11,102 businesses in a 17-county area comprising southeast Nebraska. Lancaster County was defined as the only metropolitan county. The other 16 counties used were defined non-metropolitan and included Richardson, Nemaha, Otoe, Cass, Johnson, Pawnee, Gage, Saunders, Butler, Polk, York, Seward, Saline, Fillmore, Thayer, and Jefferson. ^ A sample of 1754 metropolitan and 1696 non-metropolitan businesses was surveyed for the purposes of this study. The sampling and surveying of businesses was done in partnership with the Nebraska State Department of Labor, Division of Workforce Development. ^ A high degree of training needed in southeast Nebraska was found. Employers indicated that training in interpersonal skills, communication skills, professional development, critical thinking, and personal skills was needed at a high level. ^ A moderate need for training existed for business skills, computer skills, computational skills, and governmental relations. Global understanding, English-as-a Second language, and technical training were needed at a low level as indicated by both groups of employers. ^ Other results were: (1) Employers did not have a strong preference between credit and non-credit programming. (2) Metropolitan employers preferred training on campus, while non-metropolitan employers preferred training on-site. (3) Both groups of employers preferred video based training, Internet training, and CD-based training as distance learning options. (4) Primary barriers to training were time management, lack of funding, lack of employee motivation, employee turnover, and scheduling issues. (5) Employers provided training in order to upgrade skills, to increase productivity, and to allow for professional development. (6) Marketing strategies that were of most interest to both groups were to receive a letter, brochure, or newsletter. ^ Results of this study will help individuals working in higher education to provide training and be responsive to the needs of southeast Nebraska employers. ^

Subject Area

Education, Industrial|Education, Higher

Recommended Citation

Callies, Mona Ann, "Southeast Nebraska workforce development needs assessment" (2000). ETD collection for University of Nebraska - Lincoln. AAI9991975.
http://digitalcommons.unl.edu/dissertations/AAI9991975

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