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.

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This study investigates the conceptualization of employee commitment and turnover intention in the Nigerian public sector using a qualitative approach. Findings suggest that (i) employees expressed a lack of sense of ownership and attached meaning to commitment based on (selfhelp) benefit gained from their organization, and (ii) the lack of scrutiny and accountability in the public sector resulted in low employee turnover intention. The study is novel for developing a framework underscoring how context may affect the conceptualisation of employee commitment and turnover intention.

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