Despite the consensus concerning the value of established organizations acting entrepreneurially (Morris et al, 2008), there is a lack of understanding of how firms develop effective structures and processes that spur corporate entrepreneurship (Dess et al, 2003). Training is one HR practice that can be used to nurture entrepreneurial competencies and enable corporate entrepreneurship (Thornberry, 2003; Haynie et al., 2010; Hayton and Kelley, 2006). However, the notion of entrepreneurial training and development is not clearly defined in academia (Vecchio, 2003). Research addressing entrepreneurship education initiatives predominantly focuses on student populations (Kolvereid, 1997; Chrisman and MacMullan, 2000; Krueger et al, 2000; Peterman and Kennedy, 2003; Souitaris et al 2007; Wilson et al, 2007). Literature which addresses CE training (CET) focuses on individual characteristics and perceptions of the internal environment (Kuratko et al, 1990; Hornsby et al, 1993). The literature does not deal with managers’ and trainers’ experience of CET programs nor does it fully explore the potential outcomes. In this paper, we explore the objectives of CE program designers and participants. We look at potential learning outcomes and query what may influence these outcomes.