The role of training in human resource management practice has spur renewed and vigorous debate about the need for training and development. The debate has led academics and management to ponder on some issues germane to the benefits or otherwise of training. Is training an investment in people or cost? If training is required, what are the criterion used to determine who should be trained and when to train? These questions have permeated management circle and those in HRM department. Recent years have seen training terms renamed as training and development or learning and development, a sign of the spate of debate on the issue. Given these flurry, this paper explores the relationship between training and employees' commitment to their organisation. The paper was based on a survey of 250 employees and management staff of a financial firm based in the South Western part of Nigeria. Statistical Package for the Social Sciences (SPSS) was used to conduct several forms of analysis. The analysis revealed some evidence that suggest a positive statistical significant relationship between the different levels of training and employees' commitment to organisation. A regression analysis was conducted on the data collected. The study revealed a positive statistical significant relationship between the different levels of training and employees' commitment to the organisation. The paper concludes that the more the training giving to employees, the higher their level commitment to the organisation. 1. Introduction The economic downturn is causing much concern about the potential decline in training, learning and development of employees. The conventional knowledge is that most employers cut back on employees training during recession to save production cost. This paper emphasise the importance of maintaining training, learning and development levels during recession. This is based on two main suppositions; first, training improves employees' commitment to the organisation, and second, committed employees are likely to be more productive. In essence, in order for employers to remain competitive and maintain high level of performance, employers are employed not to cut back on employees' training, learning and development needs. Training has been a subject of debate with various functions and definitions. Some authors define training as the ability of an organisation to develop skills and knowledge to do present and future job (Guest, 1997; Guest,
Owoyemi, O. A., Oyelere, M., Elegbede, T., & Sheriff, M. G. (2011). Enhancing Employees’ Commitment to Organisation through Training. International Journal of Business and Management, 6(7), 280–286.