between current and future knowledge, skills, attitudes and behavior that can be

bridged by training or learning activities. This is often called capability or learning

requirements.Training needs prevents employees from fulfilling their job
responsibilities or prevents an organisation from achieving its objectives.
(a) Knowledge: these are facts, procedures, principles and basic skills required to
do something.
(b) Skills: this is the ability to do something.
(c) Attitudes: means change in mental state regarding something. It is the hardest
factor to change because it is affected by many variables outside the training
process e.g. manager's behaviour, company policy, the peer group, etc.
Examples of attempts to change attitudes could include making employees
more customer and service-oriented, gaining acceptance of organizational
change or improving loyalty and commitment towards the organization.
(d) Behaviour: this is the manner of acting or controlling oneself. Training
attempts to replace old work habits with new ones, by attempting to modify
employee behaviour. Behaviour is an activity which can be seen and
measured. Note that training of this nature will require reinforcement once the
employee returns to the job.