According to Klink and Streumer (2002) indicates that OJT program were only partially successful in realizing training goals which also indicates that self-efficacy, prior experience with tasks, managerial support and workload were the most powerful predictors for training effectiveness. Klink and Streumer (2002) conclude that the evidence suggests that OJT is not entirely an effective training method although more research is needed in this area. It could lead into students’ failure to develop their own skills pertaining to hands-on skills, in addition. Training is not effective and efficient to the society based on their research. Training is fundamental in businesses and company stability, because performances of students reflects and projects the visions and missions of the said establishment. It is a basic function of some establishments to perform and teach their students to work on the real world, and sometimes the importance of this aspect was hardly overemphasized by the society. It is a form of education that improves practical skills and extends their knowledge.
Organizational infrastructure came into modernization and globalization that result into effective and efficient training. Training is a natural and it was considered as a change process of the student for attribute development (Jacobs, 2001). Cascade Training aims to develop student’s self-awareness to their specific field, self-disclosure for more company and self-development, objectives or missions of the trained employee, and other more characteristics.
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