Many organizations these days are suffering because of low employee morale and output, which has led to poor-quality goods and services that produce higher costs. This is because of managers in most organizations lack of the hearing; sluggish in giving feedback and facing difficulty in delegation of works in order to enhance their employee’s work commitment to improve their performance as well as a job satisfaction. On the other hand, successful organizations are able to motivate and invigorate their employees by capable managers, while they are not thinking themselves as bosses; hence become as coaches to improve their staff performance by providing training; help employees to enhance their careers; and guide them to become the best they can be. Training opportunities play a prominent role in the recruitment and retention of employees in today’s business environment. According to Lerman et al. (1999), and Billikopf (2003), training is time-consuming for employees to adapt and struggle with the undertaking given. This study will analyze training is differed from exercise to facilitate people may prove as a casual activity for fun. A study commissioned by Saks (1996) shows that the amount of training followed by an employee significant new relationship with a collaborative satisfaction, commitment, and performance. Generally, the aim of this study is to examine the relationship between training and the employee’s work commitment, job satisfaction and performance. Specifically, this study aims to ascertain the level of influence of each of the four dimensions of training on the employee’s work commitment, job satisfaction and performance. This study also carried out to investigate the positions of the top management towards training programs.