	Author name	Year	Title	Results
1	Altarawneh, I	2010	human resource development in Arab organizations: the case of Jordanian organizations	Although all Jordanian organizations have HRM personnel departments or sections, HRD confronted many challenges, these were: difficulties to evaluate the outcomes of HRD activities; sending inappropriate employees to the HRD activities; lack of long-term plans for HRD; lack of senior line managers partnerships; high cost of HRD activities; inaccurate training need analysis; and poor co-operation and co-ordination between the various departments and the HRD department/division [4] .
2	David & Chan	2000	university school collaboration and need assessment in the training of student leadership and peer support in Hong Kong	Findings indicated that schools were in need of student leaders in different student activities, especially in those less related to academic concerns. It was stressed that in providing opportunities for student leaders to continue practicing their skills in school activities, other students might eventually benefit through participation in school activities and peer support programs organized by student leaders [32] .
3	Agnaia	1996	assess the training needs of the Egyptian public librarians: analytical study of the traditional ways and possibilities of application of modern methods	The study confirmed that the traditional methods still are used in estimating the training needs of public librarians [16] .
4	Albahussain	2000	training needs of the educational supervisors in Riyadh	The study found that the more of those training needs (see how positive impact in others), and less of those (training needs) knowledge of methods of scientific research. Training needs in the area of skills was more of those training needs. Training needs in the area of trends was more of those training needs. The need for training supervisors significantly in all areas of supervisory work and themes contained in the study, and in all fields (knowledge, skills, and attitudes) and to a large extent [33] .
5	Luoma	2011	training for public information officers in communication to reduce health disparities: a needs assessment	It shows that Government public information officers and risk communicators bear the burden for reaching all Americans with public health and emergency messages. To assess needs specifically regarding communication to reduce health disparities [34] .
6	Blaz et al.	2012	introducing training needs analysis in Slovenia’s public administration	The results obtained indicate that the influence of hierarchical position prevailed, although the managers are less involved in needs analysis than expected. Empirical data also demonstrate that the majority of employees are aware of the importance of training needs analysis and the importance of clearly defined training objectives.
7	Tao et al.	2010	improving training needs assessment processes via the Internet: system design and qualitative study	Findings of the study showed that (HR) managers demonstrated positive acceptance of both the needs assessment model and the process improvement generated from the web-based prototype system [35] .
8	Lucier & Kathleen	2008	a consultative training program: collateral effect of a needs assessment	This study reveals a series of significant and effective changes that resulted from administering a needs assessment to managers working in a bank undergoing a major change in the organizational culture [36] .
9	Gómez et al.	2010	organizational practices of the management of in-service training in the Turkish national police	The emerging training-related issues were grouped under some thematic areas: policymaking and central planning; training needs analysis; training research and development; training delivery; training evaluation; employment of both training staff and trainees, and inspection practices relating to the training function [37] .