If you are like most HR Managers, Training Officers, and Learning & Development Managers, you are probably frustrated by 3 problems when it comes to Learning & Development:
1. People attend training courses but do very little with the learning afterwards.
2. Line Managers are not engaged in training.
3. Training evaluation is nearly never completed, or if it is, is completed poorly.
In this guide, we will focus on challenge 2. Challenges 1 and 3 are two separate
This problem related to Line Manager support is a problem experienced by all HR Managers, Training Officers, and Learning & Development Managers. In fact, a CIPD Learning and Development survey conducted in 2007 concluded that 23% of Line Managers do not take learning and development seriously. We suspect that a further 50% pay some attention, leaving only a quarter of Line Managers who are fully supportive.
This guide includes 12 proven solutions to get Line Managers to support the skills training of their team members.
When implemented, any of the 12 proven solutions in this Guide will make a big difference. When combined, they will noticeably improve the way your employees maximise their learning after a training event. The ultimate goal is to achieve behavioral change.
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