Fundamentally, effective training programs and approaches would guarantee that organization’s workforces are equipped with the appropriate knowledge and information to efficiently perform their tasks (Acton & Golden 2003). Subsequently, trained and efficient workforces tend to produce better results than workforces that have not undergone training. Resultantly, overall productivity and efficiency may be improved and sustained on a long-term basis. Moreover, organizations also rely on training to cascade new initiatives. For example, organizations attempting to introduce new concepts, such as total quality management (TQM) and other programs tend to conduct training sessions to introduce the new concept to the members of the organization. In addition, organizations extract benefits from conducting trainings among staffs. Acton and Golden (2003) explained that providing training opportunities to employees help in: increasing employee satisfaction; increasing sense of belongingness and benefits; improving employee commitment to the organization; updating of skills; and strengthening the organization’s competitiveness. In relation, commonly used training techniques include audio-visual based training, computer-based training, electronic performance support system, and the distance, Internet-based training (Acton and Golden 2003). Organizations normally use a combination of these approaches to enforce learning.

From the perspective of the employees, the training process is beneficial as it allows employees to refresh existing skills and more importantly learn new competencies and knowledge (Baldwin-Evans 2004). Primarily, training helps employees improve skills and knowledge that are necessary for personal as well as professional growth. By maximizing training opportunities, employees tend to become more competitive and competent, which helps in increasing the market value. It would be important to consider that training helps employees develop new competencies and expertise, which are determinants of market value, as well as compensation and other incentives. In essence, highly competent workforces expect higher salaries or compensation, as this kind of workers are highly demanded.