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  Training places emphasis on two critical areas:

i. Training for increased effectiveness and efficiency in the organization;
ii. Training for staff development.

Training for increased effectiveness and efficiency is carried out at the following levels:

1. Corporate and Orientation/Induction Level: It is the policy of NIPOST that all newly recruited staff should undergo induction/orientation training before they settle to their schedule of duties. All new staff will spend a period not exceeding three months orientation training and six months pupilage. Should a general orientation of the organization change, it shall be the responsibility of the Training Institute to provide strategic guidance to the staff to cope with the new orientation and its challenges. For any other training at this level, emphasis will be placed on what is likely to hinder the attainment of the organisation’s objectives in the following areas:

i. Increased productivity
ii. Improved standards of performance
iii. Elimination of delays
iv. Minimization of customers complaints
v. Introduction of new services to enhance effectiveness

2. Occupational Level: Emphasis is placed on giving staff specific specialist additional knowledge, skills and attitudes which are necessary for the particular activity that is embodied in their job roles as spelt out in the organisation’s scheme of service, viz:
i. Postal Operation. The main focus here will be updating staff’s technical skills, improving their efficiency in mail delivery and customer relations.
ii. Professionals. The training for this group will be aimed at updating their competence in line with the changing technology in their professions.
iii. Management Development. This will focus on improving Management and Supervisory skills and attitudes, and keeping staff abreast with any relevant new knowledge that may enhance their productivity.

3. Individual Level: Consideration shall be given to who needs the training as determined by:
i. Performance evaluation reports on the staff
ii. Staff at terminal points of jobs needing conversion
iii. Individual staff self-development aspirations with specific relevance to the needs of the organization. iv. Succession plans for the organization
v. Staff requiring additional skills, knowledge and attitude to prepare them for new or special assignments. Staff training at this level may take the form of on-the-job trainings, courses, workshops, seminars, study leaves, etc.