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Introduction. Human resources are likened to the backbone of any organization ensuring its sustainable development and competition. Investment in the workforce through training programs brings back the best fruitful achievements. This study investigated six basic factors affecting the training effectiveness in Vietnam, which is considered as burdensome matters to any organization in terms of having a skilled workforce to meet the current working situation. Materials and Methods. The study employed a mixed-methods approach involving a sample of 370 with e = ±5% over the population of 10,000 civil servants in Hanoi City. The quantitative data from the 5-Likert scale questionnaire among 370 respondents were addressed by IBM SPSS v.25. The semi-structured interviews relative to the same factors in the questionnaire were conducted with another 79 respondents to verify the validity of the research using NVivo v.12 for data treatment. Results. The results of the study revealed the dissatisfaction of employees with the training programs of professional development. The authors recommend to create a competent system of motivation to improve the effectiveness of training and development of employees. The leaders should conduct needs analysis seriously to comprehend the real expections of employees so that they could satisfy what lack of expertise skills and knowledge employees want to be updated. Besides, the incentive schemes and job promotion feasibilities are availed to any employee who is successfully performed well at work after the training courses. Discussion and Conclusion. The conclusions made by the authors contribute to the development of innovative training technologies in the system of professional development of the company staff. The results of the study will help HR professionals in the development of effective training programs that meet the expectations of employees.