Line managers fail to support learning and development needs

Around two fifths of organisations say that their line managers are not very effective in supporting learning and development, according to a new survey from the Chartered Institute of Personnel and Development (CIPD). This despite 74% of respondents saying that their line managers have taken on greater responsibility for learning and development activities during the past two years and overwhelming agreement that line managers are critical to supporting learning and development.

A lack of training for line managers, competing business pressures and a need to align learning and development objectives with the wider organisational strategy are all reasons cited for this gap between theory and practice.

Victoria Winkler, CIPD’s Learning and Development adviser said: “As the UK’s economy becomes increasingly service-led organisations cannot afford to be complacent about addressing their employees’ learning and development needs. Learning and development activities are vital to ensure that the workforce is kept up to date with fast changing skills demands.

“Our research shows that line mangers are critical to facilitating learning and development activities, however many do not take learning and development seriously. To ensure that learning and development is effective, organisations need ’buy in’ from all employees regardless of level. Line managers are key to delivering this and thus need to be supported in meeting their employees’ needs.

“In addition learning and development professionals need to make sure key decision makers within the organisation understand the importance of learning and development and the contribution it can make to business. Only when it is successfully integrated into the wider organisational strategy can it add real value.”

Posted: 09/05/07