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. The purpose is to create job performance out comes as well as to enhance employees knowledge and skills. To deal this value able asset of an organization in today¶s dynamic environment, management of any organization are trying their best to generate, develop and maintain employee competitiveness through training, as well as recruiting and placement, training is used as a major tool for retaining current employee development and ultimately for improving organizational performance. Sa`nchez (2003) identified that organizations maintain an ambiguous position regarding investment in training. They generally accept training an important means to improve workers productivity, a present demand for all companies. Cooney (2002) suggested that employee require some training in order to manage the enlargement their work role following the delegation of responsibilities for quality; in addition to it the training is also required in non technical skills to be able to participate in quality improvement activities and they need a boarder range of skills in order to flexibly respond to change in customer and market requirements. Training is a procedure initiated by an organization to foster learning among organizational members; Nankervis (2005). Stephen (2006), stated that at the firm level, the resource based theory of the firm indicates to the (implicit) knowledge of employees as a major source for sustained competitive advantage for individual firm. Ng Chu and Noel, (2004) found that truly successful firms will invest aggressively in human resources. Training is an investment that organization makes, and while they watch their other investments carefully. Baldwin and J. Kevin (1998) defined that positive transfer of training is the degree to which trainees effectively apply the knowledge, skills and attitudes in a training context to the job. Therefore transfer of training is more than a function of original learning in a training program. For transfer of training learned behavior must be generalized to the job context. Baldwin and J. Kevin (1988) stated that training outcomes are defined as the outcomes of original learning that occurs during the training program and the retention of that material after the program is completed. Training input factors include training design, trainee and work environment characteristics. In addition to it the authors identified that over-learning refers to the process of providing trainees with continued practice far beyond the point when the task has been performed successfully. Sa` nchez (2003) stated that although there is a positive effect of training on organizational results but there is no clear cost ± benefit relationship allowing the assessment of training effectiveness or profitability however, the fact that very little research has been carry out about this area must be pointed out. One reason for this
individual relay on training to improve their current skills and to learn new skills. indeed. the investments and its effects cannot be tested and resources can be wasted inadequate activities. Mathieu (1992) reported that nearly all employees receive some form of training during their carriers. . Sa `nchez (2003) found that when training is not evaluated.situation is the difficulty in finding a reliable indicator of training incidence. A. Mello. modified or eliminated all together. The success of training depends on the correct plan and execution of all steps of the training process which are training needs analysis development and implementation of a training plan and evaluation. Sometimes training evaluation is avoided because it is considered an expensive and time consuming process. the reason is the lack of measurement systems for determining the changes arises from training. Jeffery (2007) stated that organization support training evaluation because they need to receive feedback on the training and decide whether the training should be continued in its current form. Sometimes. . a fact even more complicated due to the existence of returns that are not tangible but also intangible.