Hasan Ahmed

Abstract: This study evaluates employee satisfaction with training and development practices in selected service sector organizations in Bangladesh, with a specific focus on differences between executive and non-executive employees. A quantitative, descriptive analytical research design was adopted, and data were collected from 140 respondents across 14 service organizations using a structured questionnaire. Purposive sampling was applied to select respondents involved directly or indirectly in HR related activities. Descriptive statistics, reliability tests, chi-square tests, and variance analyses were conducted using IBM SPSS 25. The findings indicate that employees generally acknowledge the importance of training prior to job assignment; however, significant variations exist in satisfaction levels between employee classes. Furthermore, the results disclose that the implementation of training and development practices as part of HR functions facilitates employee growth and there is much satisfaction amongst executives regarding the effectiveness of these procedures. The findings show that there is no significant difference in satisfaction mean scores between executive and non-executive employees regarding training and development practices. The finding further reveals gaps in systematic training needs assessment, evaluation, and alignment with job responsibilities. The study contributes to the understanding of employee training and development in service organizations and emphasizes the need for evidence-based training policies, improved assessment procedures, and employee-specific development plans. Future research may incorporate longitudinal designs, larger samples, and comparative studies between public and private sectors.

Keywords: employee satisfaction, training and development, service sector

References

Adhirajasa, D. E. (2025). The relationship between training satisfaction and work motivation of employees. International Journal Administration, Business & Organization, 6(2). https://doi.org/10.61242/ijabo.25.486

Ahsan, A. K. M., & Islam, M. A. (2020). Training and development practices and their impact on employee performance in commercial banks in Bangladesh. Management Dynamics, 7(1), 45–60.

Ahmed, M., & Ullah, S. (2022). Impact of structured training on employee motivation in service organizations of Bangladesh. Asian Journal of Management Studies, 14(2), 45–58.

Aktar, S. (2023). The effect of training and development methods on employee satisfaction and performance in commercial banks. Management Dynamics in the Knowledge Economy, 11(1), 30-47. https://doi.org/10.2478/mdke-2023-0003 ISSN: 2392-8042 (online)

Aleema, M., & Bowra, Z. A. (2020). Role of training & development on employee retention and organizational commitment in the banking sector of Pakistan. Review of Economics and Development Studies, 6(3), 639–650. https://doi.org/10.47067/reads.v6i3.252

Anwar, G., & Abdullah, N. N. (2021). Inspiring future entrepreneurs: The effect of experiential learning on the entrepreneurial intention at higher education. International Journal of English Literature and Social Sciences, 6(2), 183–194. https://doi.org/10.22161/ijels.62.2

Armstrong, M. (2006). A handbook of human resource management practices (10th ed.). Kogan Page.

Azad, M. A., Rahman, M., & Akhtar, S. (2024). HRM practices and employee productivity in Bangladesh’s RMG sector. International Journal of Innovative Science and Research Technology.

Bangladesh Bureau of Statistics, (2021). Bangladesh economic review. Bangladesh Bureau of Statistics.

Bangladesh Bureau of Statistics. (2022). Statistical yearbook of Bangladesh 2022. Ministry of Planning, Government of Bangladesh.

Bandura, A. (1986). Social foundations of thought and action: A social cognitive theory. Prentice Hall, Inc. American Psychological Association.

Barney, J. (1991). Firm resources and sustained competitive advantage. Journal of Management, 17(1), 99–120.

Becker, G. S. (1993). Human capital: A theoretical and empirical analysis with special reference to education (3rd ed.). University of Chicago Press.

Chowdhury, T., Islam, M., & Akter, S. (2022). Organizational support and training effectiveness in the Bangladeshi service sector. South Asian Journal of Human Resource Development, 9(1), 22–39.

Chowdhury, T., et al., (2020). Training and development programs in public, private, and foreign commercial banks in Bangladesh: An empirical study. International Journal of Management, Accounting and Economics, 9(9), ISSN 2383-2126 (Online).

Department of Social Services. (2024). Evaluation of the training and livelihood development process. DSS.

Dessler, G. (2020). Human resource management (16th ed.). Pearson.

Etikan, I. (2019). Sampling methodologies for social science research. International Journal of Academic Research, 5(1), 15–27.

Farhana, R. (2024). Evaluation of the training programs in Community Bank Bangladesh PLC (Undergraduate thesis). BRAC University.

Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2019). Multivariate data analysis (8th ed.). Cengage.

Hasan, K., & Rahman, M. (2023). Post-training reinforcement and employee satisfaction: Evidence from Bangladeshi banking and telecom industries. Journal of Service Sector Management, 11(3), 67–82.

Hosen, S. (2024). Training and development, career development, and organizational commitment: Evidence from Bangladesh.

Islam, M. J. (2025). Exploring the impact of HRM practices on employee engagement and job satisfaction: A quantitative analysis in the organizational context. Journal of Creative Writing, 9(2), 1–15. https://doi.org/10.70771/jocw.202

Islam, M. A., & Sobhani, F. A. (2010). Determinants of outsourcing decision in the manufacturing industry in Bangladesh. Business Review, 5(2), 127–148. https://doi.org/10.54784/1990-6587.1248

Islam, M. T., & Mia, M. S. (2022). Supervisor support and employee learning outcomes in Bangladeshi service firms. International Journal of Human Resource Development, 9(1), 33–48.

Islam, N., Rahman, M. N., Mridha, E. M., Sharna, J. S., Mosharraf, M., & Nower, N. (2020). How effective the employee training programs are? Evidence from government banks of Bangladesh. International Journal of Business and Management, 15(9), 57–72.

Jeni, F. A., Momotaj, & Al-Amin, M. (2021). The impact of training and development on employee performance and productivity: An empirical study on private bank of Noakhali region in Bangladesh. South Asian Journal of Social Studies and Economics, 9(2), 1–18.

Kabir, R., & Sultana, N. (2024). Continuous professional development and its implication for employee performance in Bangladesh. International Review of HR Practices, 7(2), 55–71.

Kanapathipillai, K. (2022). The impact of employee training programs on job performance and job satisfaction. European Journal of Human Resource Management Studies, 6(2), 34–48.

Karim, R., & Habib, M. (2023). Strategic HR practices and competitive advantage in Bangladesh’s banking industry: An RBV perspective. South Asian Journal of Business Research, 13(1), 88–104.

Khan, S. I., Haque, A., & Bartram, T. (2023). Unleashing employee potential: A mixed-methods study of high-performance work systems in Bangladeshi banks. Sustainability, 15(19), 14636.

Kirkpatrick, D. L., & Kirkpatrick, J. D. (2016). Kirkpatrick’s four levels of training evaluation. ATD Press.

Knowles, M. S., Holton, E. F., & Swanson, R. A. (2015). The adult learner (8th ed.). Routledge.

Loqmane, H. (2025). The impact of employee training on job satisfaction. International Journal of Sciences: Basic and Applied Research.

Mamy, R., Alam, M., & Sultana, S. (2020). The influence of training and development on employee performance: A study on garments sector, Dhaka, Bangladesh. Journal of Economics, Management and Trade, 26(5), 44–58. https://doi.org/10.9734/JEMT/2020/v26i530254

Mrunali T. & Pathak A. (2021). A study on the effectiveness of training and development on employee’s performance at JK Paper Ltd. International Journal of Creative Research Thoughts 9(5), ISSN: 2320-2882.

Noe, R. A. (2020). Employee training and development (8th ed.). McGraw-Hill Education.

Prasad, H., & Reddy, P. R. (2025). Evaluating the effectiveness of training programs in enhancing employee satisfaction. European Economic Letters, 15(3), 499–507.

Rahman, M., & Uddin, M. J. (2022). Service quality and employee capability development in Bangladesh. International Journal of Productivity and Performance Management, 71(6), 1850–1870.

Rahman, M. (2019). Service sector development and economic growth in Bangladesh. Journal of Bangladesh Studies, 21(2), 45–60.

Rayhan, J. (2025). Impact of training and development on employee performance of selected banks in Bangladesh. BAIUST Academic Journal (BAJ), 3(1), 51–71. https://doi.org/10.63307/BAJ.3.1.S6

Sadiq, R., Sheraz, S., Ali, M. M., & Nazeer, S. (2023). Exploring the contribution of the service sector to economic growth and job creation: Empirical evidence from South Asia. Review of Applied Management and Social Sciences, 6(2), 201-215. https://doi.org/10.47067/ramss.v6i2.314

Saks, A. M., & Burke, L. A. (2012). An investigation into the relationship between training evaluation and the transfer of training. International Journal of Training and Development, 16(2), 118–127.

Salas, E., Tannenbaum, S. I., Kraiger, K., & Smith-Jentsch, K. A. (2012). The science of training and development in organizations. Psychological Science in the Public Interest, 13(2), 74–101.

Schmidt, S. W. (2017). The relationship between satisfaction with workplace training and overall job satisfaction. Human Resource Development Quarterly, 18(4), 481–498.

SCIRP Study. (2024). Impact of training and development programs on Dutch-Bangla Bank Fast Tracks in Dhaka. Scientific Research Publishing.

Singh, S. K. (2019). Training and employee performance in service sector organizations. Human Resource Development Review, 18(3), 312–330.

Sultan, K., Rzgar Ahmed, R., Jafar, R., Muzammal Murtaza, M., & Gardi, B. (2020). Corporate financial policy and its impact on sustainable capital structure: empirical evidence from textile firms of Pakistan. Humanities & Social Sciences Reviews, 8(2), 149–158. https://doi.org/10.18510/hssr.2020.8218

Sultana, R., & Akhter, S. (2022). Measuring training effectiveness in public and private service organizations in Bangladesh. Bangladesh Journal of Management, 29(1), 45–62.

World Bank. (2012). Gender equality and development: Main report (English). World Development Report. http://documents.worldbank.org/curated/en/492221468136792185/Main-report

World Bank. (2022). Bangladesh public sector review: Improving public services for inclusive growth. World Bank Publications.

World Bank. (2023). World development indicators: Bangladesh service sector contribution to GDP. World Bank.

Yek, S. L., Ki, Y. P., & Lim, A. S. S. (2024). The influence of training and development towards employee performance and turnover intention among millennials in Malaysia. International Journal of Entrepreneurship and Management Practices, 7(28), 39–62. https://doi.org/10.35631/IJEMP.728004