This study aims at investigating the role of training in developing work performance: a field study on administrative staff at Sultan Qaboos University. The study also included several sub aims which are investigating investigating the reality of training in improving administrative work, assessing the suitability of the training outcomes with the job objectives, investigating the role of training in developing administrative work related skills, and the role of perfecting the job with regards to speed and quality. The current study is based on some classical theories such as the role theory, the contributions of Max Weber, Talcott Parsons, Hans Gerth and C. Wright Mills, the theory of human capitalism, some of the modern theories such as the cultural networks. This study followes a descriptive and analytical approach. It had both quantitative and qualitative methods. The sample of the study was selected from the administrative staff at Sultan Qaboos University. It compromised of 48 subjects. They were selected based on certain specifications such as gender, job standards, and the number of training courses the candidate' took. The instrument of the study was an inventory. It was developed based on the results of a survey which was carried out through some interviews. Those interviews helped the researcher to develop and re-write the statements of the inventory: ; The dimensions of the instrument revealed certain results. The first dimension which was entitled as the reality of training in administrative work revealed an agreement among the subjects of the study. The subjects were in favor of improving their work performance methods, the involvement of the employer in selecting the training programs, being updated about their jobs, and feeling satisfied about the benefits of the training courses. Moreover, they agreed that employers should have an awareness of the importance of training and so giving the employees enough time and tools to put the new information and skills that they have learnt in those training courses into practice. The second dimension focused on the suitability of the training outcomes job objectives. The results of the study showed that the subjects of the study agreed of the importance of having faith in oneself when doing the duties at work place, renewing one's energy and motivation towards work, being able to take the right decisions, getting rid of routines, having more communication with others, understanding the specifications of leadership of administrative work, applying the newly gained information easily, developing work performance according to work needs. Moreover, the subjects agreed on the importance of some issues such as clarity of duties and responsibilities for each employee which helps in deciding on the training programs which can serve the job and achieve the objectives of the organization. The third dimension dealt with the methods that are used to develop administrative work skills. The subjects of the sample showed that they agreed on the importance of employing their information and skills according to the needs of the job, developing their skills and abilities which will be reflected on their performance and efficiency at work, and giving them enough time and tools to apply the new information that they have learnt. Moreover, they agreed that there are certain skills that can be acquired through the training courses such as time management, planning well, communicating effectively with auditors, writing reports and notes, and acquiring language skills in English. The fourth dimension focused on the general features of training regarding quality and speed in performance. The results showed that the subjects agreed that training can develop effective communication skills and help them finish dealings in a shorter time while maintaining the quality of those dealings. Moreover, they agreed that training can improve one's job performance and this can raise the level of satisfaction among those who benefit from the services. Moreover, they agreed on the importance of time management and using it in a more appropriate way. In addition, they said that it was important that the training needs 'reflect the reality of such needs of the administrative staff while taking into consideration the new trends in today's administrative jobs. The study ended with the discussion of the major results in light of previous studies and theories and it was concluded by proposing the main recommendations of the study.