Employee Training and Job Performance in the Banking Sector of Bangladesh: Evidence from a Cross-sectional Study

Abstract

Employee training is increasingly important in Bangladesh’s banking sector, yet contemporary employee-level evidence across public and private commercial banks remains limited. This study examined the relationship between employee training and job performance among banking employees in Bangladesh. A quantitative cross-sectional design was used, and data were collected from 100 employees of public and private commercial banks through a structured five-point Likert-scale questionnaire using convenience sampling. Data were analysed using descriptive statistics, Cronbach’s alpha, Pearson’s correlation, and simple linear regression. Respondents reported favourable perceptions of employee training (M = 4.34, SD = 0.38) and job performance (M = 4.31, SD = 0.33). Employee training was positively and significantly correlated with job performance (r = 0.636, p < .001), and the reported regression model explained 40.5% of the variance in job performance (R² = 0.405). The findings indicate that more favourable perceptions of training were associated with higher self-reported job performance. The results are consistent with the study’s Human Capital Theory and Resource-Based View framing and suggest that banks should maintain relevant, continuous, and strategically aligned employee development programmes. Interpretation should remain cautious because of the cross-sectional design, convenience sample, self-reported measures, conceptual overlap between some items, and relatively low internal consistency of the Employee Training scale. Overall, the study provides contemporary employee-level evidence on the training–performance relationship in Bangladesh’s banking sector.