The Role of the Line Manager
Previous chapters have examined the contribution to organizational learning made through the adoption of a variety of workplace learning techniques. How the Human Resources (HR) function and in particular its Learning and Development (L&D) component can facilitate the process has also been discussed. These contributions are both necessary and extremely valuable. However, there is an additional contribution that will determine to a large extent whether organizational learning practices will be promoted and sustained, or whether they will disintegrate and eventually disappear. This is the contribution made by the line manager – the person charged with the achievement of the department or unit’s performance goals, and with creating conditions in the workplace where employees can give of their best.