Abstract: As line managers are gradually playing an important role in the HR implementation in enterprises, how to strengthen the HR implementation effectiveness of line managers with different values through training has become an important practical problem faced by enterprises. However, previous researches on HR implementation paid little attention to how the characteristics of line managers would affect the effect of training on HR implementation effectiveness. Based on social information processing theory, this paper explores the different effects of HR training on the HR implementation effectiveness of line managers with different HR values. Through the analysis of the multi-time points matching questionnaires of 213 managers, 213 HR professionals, and 1252 employees, it is found that the HR training can significantly stimulate the HR implementation behavior of the line managers, and this process is moderated by the line managers' HR values. There is a significant positive correlation between line managers' HR implementation behaviors and the HR implementation effectiveness perceived by employees. Furthermore, the interaction between HR training and line managers' HR values has a positive impact on employees' perception of HR implementation effectiveness through line managers' HR implementation behavior. That is, when line managers with low HR values receive HR training, their HR implementation behaviors are more likely to be improved, thus the HR implementation effectiveness perceived by employees will be strengthened. This study not only broadens the researches on the role of training but also provides a new perspective for the researches on the relationship between training and HR implementation effectiveness, which provides important practical enlightenment for enterprises to improve HR implementation effectiveness.

Key words: HR training, HR implementation behavior, HR values, HR implementation effectiveness, social information processing theory