Factors Influencing the Effectiveness of Human Resource Training Programmes in Hotel Sector

Most hotels invest in implementing effective training programmes to maximize the inherent value of their existing human capital. However, it should be noted that the effectiveness of the programmes depends on whether trainees apply what they learned. This is a major concern among hotel operators. The main objective of this study is to explore the relationships between three influential factors which are work environment, individuals, and training process and the effectiveness of training programmes using Kirkpatrick evaluation model (1977). It is a correlation research using a mixed design of quantitative and qualitative methods. In the former method, a survey instrument was distributed to 297 participants who had attended and completed training programmes in five and four star hotels in ASEZA. The findings reveal that factors such as work environment, social support, the opportunity to perform and reward system, with the exception of organizational culture, influence and contribute to training effectiveness. Furthermore, ability and motivation of individual influence and contribute to training effectiveness with the exclusion of attitude. In addition. statistical analysis indicates that needs and design influence training effectiveness. All the factors demonstrate a positive correlation with training effectiveness and show a positive and significant relationship between them and training effectiveness. The qualitative method is used in the study in the form of a one-to-one interview using nine open-ended questions with human resource managers and training coordinators in the hotels. The findings support the outputs of the quantitative survey and consistent with previous studies except the organizational culture and the attitude. This study has contributed in bridging the gap concerning the influence by environment. individual and training process factors on the effectiveness of human resource training programmes. It also extends the literature of using the Kirkpatrick evaluation model (1977) to evaluate the effectiveness of training programmes particularly in Jordan. Finally, the study provides researchers with guidelines on conducting effective training programmes in the service sector