Abstract:
Employee satisfaction with regard to HRD practices are one of the most important challenges
that public service industries are facing in currently competitive market and HRD practices are
found to be most important factor for creating satisfaction among employees. A lot of studies
have been conducted to determine predictors of employee satisfaction but these studies not
focused at regional level. EEU similar to the other organizations attempt to increase employee
job satisfaction. In this regard, HRDP can have a critical role. Among different HRD practices,
this study focused on training and development, career development and organizational
development. Therefore, the purpose of this study was to assess employees‟ satisfaction with
HRD practices on training and development, career development and organizational
development elements in Ethiopian Electric Utility (EEU) of Jimma District. the population of
the study covered the entire 512 permanent staffs and the sample size of 220 employees were
drawn through stratified sampling method with the combination of simple random sampling
technique. self-administered questionnaires and interviewes were used as a primary data source
while other relevant documents and literature reviews were used as secondary data and
analyzed with descriptive statics (mean and frequency) and inferential statics (correlation
and regression). Accordingly, the findings revealed that the company has poor HRD
practices that shows below average level of employees satisfaction such as with respect to onthe-job training, fairness of job promotion and access to training, educational support and
finical sponsorship and performance appraisal and feedback practices had been some of the
challenges identified that need to be addressed. The results from Pearson Correlation test
demonstrated that there is a significant and positive relationship between predictors and
dependent variables while the Multiple Regression analysis revealed that the two variables
called training and development and career development are an effective predictors while
organization development is not effective predicator of the dependent variable in this model.
