Abstract
Educational and training aspects of human resources management have been shown to span beyond organizational boundaries, indicating the importance of managing human resources initiatives across the developed countries. Although scholars and practitioners focus a great deal of attention toward economic and educational management , less attention is paid to training aspects. This is unfortunate, because training management not only plays an important role in enabling other management initiatives, but social injustices in one echelon of a developing countries can lead to significant losses for institutions across the countries. Training issues have been especially problematic in developing nations, where missing training practices continue to negatively affect teaching and learning partners. This research aims to compare between education and training approaches in developed and developing nations. Using a questionnaire data collected from difference of educations and institutions, in developed and developing countries. This research aims to uncovers aspects of education and training approaches in terms of not only the focal firm, but also in first-tier suppliers and customers. Each of these aspects are then associated to a potential performance outcomes. The findings not only provide a baseline for future research, but also help practitioners understand where to focus their attention to enhance their institutions