Success in any organisation depends on its ability to manage and utilise its workforce. To achieve this, organisations need to train their employees regularly. In this regard, this paper analyses several articles related to employee training programs. Through this article, the author analyses training and the development processes of various organisations (Peretz 2011, p. 2). The author argues that by investing in employee training programs, firms can gain competitive advantages. To affirm on the importance of employee training, the author states that many international companies spend a large amount of their resources on training their employees. By analysing several researches, the author reveals that culture does influence firm’s investment in training. The article confirms that the connection between higher uncertainty avoidance and investment in employee training is stronger in large companies than in smaller companies. In addition, the author reveals that large and high-tech firms tend to invest more in training to increase on productivity and maximise on profits. The author notes that it is disappointing for most firms to train their executives using enormous resources and later lose them to competitor firms. To deal with the executive’s departure, firms should come up with appropriate agreements. Through these agreements, the law will mandate executives to work for their sponsor companies reducing cases of executive departure. This article majors on employee training as a career-building approach and a means of promoting effectiveness in Saudi Arabian SMEs (Shiryan 2012, p.1). The article outlines employees’ engagements with organisations in the country. Using a conceptual framework, the article investigates the proportions of management training and development in Saudi Arabia. In the article, the author employs hierarchical regression analysis to indicate the relationship among variables. Similarly, the nature of employees’ training is measured using Meyer’s method. On the other hand, the article measures the management motivation using the Tai’s methods. From the results collected in the research, the author notes that 38% percent of those interviewed were natives while 62% were foreigners. Similarly, the article indicates that many workers in Saudi Arabia have not had proper training for more than five years. Through this analysis, the author concludes that employee training in Saudi Arabia is a challenge to the growth of its SMEs. For instance, he asserts that many domestic firms in Saudi Arabia have managers with little management training background. To improve on the situation, managers in such firms need regular training. This article analyses a literature review article on the efficacy of employee training programs from varied perspective (Vijayabanus 2012, p.2). Through the article, the author suggests that employees are vital assets to any organisation. In this regard, the author argues that for organisations to increase on their ability to cope with the current challenges, the organisations have to concentrate on enhancing their workforce’s abilities, wisdoms, and skills. Through the article, the author suggests that the pre-training process is essential for