Abstract: The paper explore the impact of organizational training environment and training motivation on training effectiveness of the Bangladesh banking industry considering knowledge management as the potential mediating variable. The study of the 420 employees of commercial banks was conducted with the assistance of a quantitative research design, SPSS 25 of Partial Least Squares Structural Equation Modeling and SmartPLS 4 were employed to identify the reliability, validity, and the relationships described in the hypothesis. The outcomes of the research indicate that training environment and motivation to training positively affect the training effectiveness, and this conclusion is material, which implies that good training environment and motivated employees are significant factors in the success of learning. There is also an influence of organization training environment and training motivation on knowledge management, but the results have shown no direct influence of knowledge management on training effectiveness, and no intermediate influence between training environment, motivation and training effectiveness. The study confirms that the training performance in the Bangladesh banks is primarily determined by the environmental and motivational factors and not the knowledge management processes. Theoretically, the research upholds the Social Learning Theory and Self-Determination Theory because it emphasizes the significance of the environment and motivation with regard to the outcomes of training. Practically, the findings point out that designing the training, motivating the employees and the design of the knowledge management systems are important so that one can be able to capture and utilize the knowledge to the advantage of the organizational performance over the long run.