ABSTRACT
The fundamental purpose of training is to provide organizations with manpower sufficiently skilled to meet the demands of a shifting work environment. Training has long been recognized as an important instrument in human resource development. Training in the public sector has been a common practice for many years. Evidence of systematic public sector training is found in the Employee Training Act, 1958 in the United States of America. Training aims to speed up the learning process when personnel are allocated new duties. Training is one of several ways to attack and eliminate the traditional faults attributed to public service officials. Training can assist in developing employees in ways that enable them to take more responsible positions and to advance, by way of reassignment and promotion, through a satisfying and rewarding career. Training programmes involve at least four phases: analysis of training needs, curriculum design, implementation/delivery and evaluation of training programs.
