Author stated about the importance of organization to identify training need for their

employers and design training programs that can fulfill their needs. Thus, the organization
should conduct a training-need assessment before training program is designated. According to
Brown (2002), training-need assessment is an ongoing process of gathering data to determine
what training need exists so that training can be developed to help the organization accomplish
its objectives. Usually, organization will develop and implement training without having a needs
analysis. As a result, the organization will run the risk of overdoing the training, doing too little
training or missing the point of training completely (Brown, 2002).

Training and development is a process of learning provided to new and existing

employees acquiring knowledge and technical skills and developing attitudes of behavior in
order to be more effective in their jobs (Kriemadis & Kourtesopoulou, 2008). In order to remain
competitive, organization should make sure that their workforce continually learns and develops
(Salas, Tannenbaum, Kraiger, & Smith-Jentsch, 2012). The effective training and development
program should have the mixture of knowledge, career development and goal setting. These
approaches will benefit the program to be more useful for the employees and organization
(Jehanzeb & Ahmed Bashir, 2013).

Based on this study, there are various theories that are relevant to be implemented in
training and development. According to Ahmad et al. (2012) theory can be defined as a
fundamental collection of statements, which has been subjected to regular testing on how the
world functions. Author explained that in social learning theory, it is influenced by person ability
to learn new skills which can be influenced by observation of others. It means that it means that
people learn from observing other people (Ahmad, Jehanzeb, Abdullah, & Alkelabi, 2012) while
reinforcement theory believed that training can cause the workers found that the job is intriguing
and as the approach for the employees to improve their performance.

He added that for organizational side, the resource-based view (RBV) of the firm
advocated that an organization can gain competitive advantage by attracting and retaining
qualified human resources and as well identify relevant training for them that will keep improving
their capacity for optimal performance. According to Smith, Vasudevan, & Tanniru (1996) it
seems logical for organizational training to be identified as a strategic resource within the
resource-based view because organizational training and resource-based theory both seek the
objective of develop and supporting competitive advantage. From this we can conclude that
theories are important in choosing and implementation of training process approach on
professional way (Ahmad et al., 2012).