Training continues to be a priority in organizations and is vital for overall human resource management (HRM).Aligned with its charge to recruit, motivate, develop, and retain individuals; training provides one means by which HRM plays an important role in improving organizational processes and outcomes. Through training, HRM increases employee value for present and future opportunities and needs. Increasing employee value may be justified by assuming that organizational have obligations to their stakeholders, including clients and employee, to engage not only in continuous improvement of technical of technical work but also of human assets. Consequently, academicians and practitioners continue to explore the dynamics, processes, and outcomes involved in training individuals. Although it is recognized that HRM personnel need various communication competencies (Roth well, 1996), much less is known about communication