Assessment on the Effect of Human Resource Development (HRD) Practice on Employee Job Satisfaction: A Case of Agricultural Transformation Agency (ATA)

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Addis Ababa University


Human Resource Development (HRD) is a planned and systematic approach to development of employees for both organizations’ and employees’ benefit. HRD needs investment in training, development and education programs. Employees’ satisfaction with HRD practices are among the most important criteria to consider when assessing the human resource development practices. The purpose of this study is to assess the effect of Human Resource Development (HRD) practice on Employee Job satisfaction in the case of Agriculture Transformation Agency (ATA). The research is designed as a case study. Both secondary and primary data were used in the research. Factors that have an impact on employee satisfaction towards HRD practice identified in this study are need assessment, designing, implementation and evaluation practice of the organizations training and development. Random sampling was used for the sampling technique and 80 employees were selected from employees of ATA. Descriptive analysis was performed to determine level of employees’ job satisfaction. In addition, regression analysis was utilized to empirically test the relationship between employees’ job satisfaction and the factors. A survey questionnaire with five-point Likert scale is a main tool for gathering primary data about employees’ satisfaction with human resource development practices of the corporation. Employees of ATA Head office were participated in filling the questionnaires. An interview was also made with the education and grant manager of the organization. Findings suggest that majority of employees are satisfied with the HRD practices implemented in the origination. However, more can be done to increase the satisfaction level in every factor by implementing the following activities. Need assessment practice should be done regularly that covers all levels of employee to identify their performance gap. With regard to designing and implementing the organization needs to include variety of training methods that will enable employees to update their capacity and to improve their performance. The evaluation practice also has good response on the questioner but it should be done based on the four levels of evaluation: participant reaction, learning, behavior, and results



Job Satisfaction, Need assessment, Designing