Training program according to Guerrero J. (2015) is a structured and organized process through which information is provided and skills are provided to a person so that they can perform a specific job satisfactorily. It has existed since primitive societies when elders taught youth and children to work.

Complementing the previous idea, for Chiavenato (1998) a training program is “a short-term process applied in a systematic and organized manner, through which people obtain knowledge, skills, and abilities based on defined objectives” (p. 418). In this way, training is given for short periods, but can be continuous and facilitates the comprehensive training of the individual with defined purposes.

In the described context, it is a reality that every institution needs to train its staff to carry out their work effectively and efficiently. New personnel must be constantly subjected to training periods, but it is also necessary to train personnel who already have time within the organization, even managers; for improvement, innovation and quality.

According to Chiavenato (cited by Rodríguez 2005, p.37), the importance of training programs lies in the fact that the individuals who benefit will have a long or medium permanence within the organization; These allow the organization to have highly qualified personnel

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In other words, Chiavenato (2000, p.558), establishes that its importance lies in the achievement of the organization's objectives, providing opportunities to employees at all levels to obtain the knowledge, practice and behavior required by the organization. In this sense, training is not an expense, but an investment whose return is quite compensatory for the organization.

For Guerrero J. (2015), if an organization, whatever its mission, is not interested in training its personnel, it can remain in the past because research on a global level generates new knowledge in various areas and this must be assumed because it is developed on the basis of a current reality. Thus, innovative knowledge is displacing the previous one. With the application of training, the ultimate goal of every organization is to improve the execution of its mission throughout its scope and allow it to be carried out with full disposition and harmony.

According to the literature, the impacts of these programs are positive, however, it is not clear what the mechanisms through which said impact is produced. A multinational company carried out a job training program aimed at people without formal employment in Caracas, Venezuela. Two training sessions were held (in sales and bar service), which were attended by different groups of participants. The results indicate that, for the first group, they were not necessarily more likely to be employed, while the second group increased their participation in the labor market by 16%. This allows us to conclude that the training allowed people to know their degree of ability compared to others, allowing them to make decisions about their employment situation based on this new information.[1]​.