ABSTRACT
This chapter explores the process of employee training in large and small organisations, as well as examine the factors determining training provision in establishments. It is important for managers to understand that there are substantial problems in ascertaining any causal link between staff training and business performance. To put it simply, the task of identifying a causal relationship between training and firm performance seems futile. Managers place too much blind trust in employee training. Training may offer various other non-measurable benefits to employees but it is important to fit it into the specific corporate culture of an organisation. Trainers and Human Resource managers need to be aware of all the factors since they tend to affect the nature, extent and impact of training provision. Employees develop a range of skills from their everyday experiences in informal ways, which means that many firms do not want or need to adopt more-formal approaches to learning.
