THE ROLE OF TRAINING AND DEVELOPMENT ON EMPLOYEES’ JOB SATISFACTION: THE CASE OF COMMERCIAL BANK OF ETHIOPIA

Abstract

The purpose of this research was to explore the role of training and development on employees’ job satisfaction with particular reference to CBE. In order to achieve the intended objective of the study, descriptive research design was used. In describing the roles that Training and Development has, mixed research approach in general and the concurrent triangulation strategy in particular were utilized. The population of the study were employees and human resource management and learning and development coordinators of CBE. Purposive sampling technique was used to select branches and representatives from the three districts which are Bole, Teklehaimanot and Arat kilo. A close ended questionnaire and a semi-structured interview guide were used to gather the primary data required for the study. The quantitative data collected through the questionnaire was analyzed using frequencies and percentages, whereas the qualitative data gathered through the interview was analyzed using narration. The findings revealed that employees are satisfied with the given training and development even if there is a gap between employees response and management bodies response; training and development greatly influences the satisfaction of employees in their job since they can bring holistic attitudinal and behavioral change up on the employees; training and development greatly affects employees in terms of in the accomplishment of their job because it equips them with different skills; financial deficiency, lack of appropriate trainers in the domestic market, and lack of training facilities were serious challenges of the CBE to provide training and development for its employees. Finally, on the bases of analysis and the discussion made, the following few recommendations are given: in depth need assessment should be conducted prior to the selection of employees for a specific training; challenges are inevitable everywhere and in every organization; hence, management, board members of the bank and all other stakeholders should work together, show their unreserved and serious commitment to alleviate the problems; and there is unfair distribution of training and development opportunities. Therefore, timely training and fair development should be provided to those who deserve it since this evil act spoils the reputation of the bank.