Impact assessment of the management training is the main subject area of this study. This study was done within the context of the Rural Development Centre (RDC), a project of the United Mission to Nepal. This study was carried on between September to December 1997, and the data was collected through document reviews, questionnaires, and individual interviews.

Training intervention can play a very important role to improve the knowledge, skills, attitude and behaviors of a person as required by the organization. Through a trained staff an organization can smoothly fulfill its mission, vision, and strategies.

This study confirms that training is only a means of upgrading the knowledge, skills, attitude and behaviors of a person as required by the organization, it is not an end in itself. The training needs to be supported by many other factors, for example, supervisors, colleagues, and the culture of the organization.

The study also indicates that training should not be considered as a one shot program, but must be seen as a process of improvement. The trainees should be provided with post-training support, like opportunities to practice the skills, additional resources, if required, in order to fulfill their training goals. Similarly, the trainees should be selected based on the needs of their present job, a regular follow-up and evaluation of the staff member's performance should be done, and timely feedback should be given to the trainees. The trainees should also be motivated by rewards after the successful completion and application of the new skills. The researcher hoped that this study will be useful for RDC and other training organizations also will benefit from the findings of this study.