Impact of training on employees’ job satisfaction: a study on some selected cement factories in Bangladesh

Abstract

Training is one of the most important parts of human resource management. Mainly training is a practical education through which knowledge and skills are developed. Training also enhances job satisfaction. The study was made to highlight the impact of training on employees’ job satisfaction of cement factories in Bangladesh. Using several analytical methodologies, this study finds the several training methods and influencing factors which are related to employees’ job satisfaction of cement factories in Bangladesh. This study has also identified some prime obstacles of training which are correlated with employees’ job satisfaction. Primary objective of this study was to examine impact of training on employees’ job satisfaction of cement factories in Bangladesh. Based on the objectives, the researcher developed six hypotheses. At first, the relevant literature was reviewed thoroughly which has helped the researcher to have a crystal clear concept about the related terms and terminologies of the topic such as different training methods, employees’ job satisfaction. Moreover, the review has helped the researcher to develop an analytical framework.

The researcher followed a structured procedure for the collection of data. Primary data were collected by making a survey with formal questionnaire and interview. The secondary data were collected from different text books, annual reports, journals, newspapers, websites etc. Finally, the researcher analyzed and interpreted the quantitative data with the help of the Statistical Package for Social Science (SPSS) software. The study revealed that all of the null hypotheses except H03 and H06 were rejected. Therefore, different training programs have impact on employees’ job satisfaction. Only off the job training methods have no impact on employees’ job satisfaction. However, administrative factor (organizational policy) has no impact on employees’ job satisfaction of cement factories in Bangladesh. Training programs increase employees’ salary, confidence level, quality of work, promotion, personality, sustainable growth and interpersonal relationship of cement factories in Bangladesh. On the other hand, these variables influence employees’ overall job satisfaction of the same industry. Male employees’ perception about the training program has impact on increasing their salary, growth, interpersonal relationship, personality, promotion, over confidence and quality of work. On the other hand, female employees’ attitude of cement factories in Bangladesh towards the training program that has impact on their increasing salary, confidence level, superior promotion, sustainable growth, and quality of work. These factors are highly correlated with job satisfaction. Salary, confidence level, sustainable growth, and quality of work are the main cause to increase 25% female employees’ job satisfaction of cement factories in Bangladesh. This study revealed that training program influences employees most to attain their job satisfaction at the entry level (between 0 to 5 years experienced) employees of cement factories in Bangladesh. On the other hand, above 5 years of experience holder employees of Bangladeshi cement industries have no impact on job satisfaction after getting training. The study observed that On the Job Training methods have positive impact on employees’ job satisfaction but Off the Job Training methods have no influence on employees’ job satisfaction of cement industries in Bangladesh. Researcher also revealed that financial benefits significantly affect the overall employees’ job satisfaction of cement factories in Bangladesh. It is also discovered that work environment significantly affect the overall employees’ job satisfaction. This study also observed that organizational policy/administrative factors do not affect the overall employees’ job satisfaction. Only work environment significantly affect the female employees’ job satisfaction. Organizational policy and financial benefits do not influence the female employees. Only financial benefits and work environment significantly affect the male employees’ job satisfaction. But organizational policy/administrative factors do not influence the male employees. This dissertation identified some obstacles of training like improper planning, irrelevant purpose, unsuitable place, lack of post training evaluation, lengthy training session etc. which directly or indirectly influence to spoil the success of the training programs. Finally, to wrap up this research work, the researcher concludes admitting the limitations of the study with recommendations mentioning the avenues for future researchers.