Line manager involvement in learning and development

Abstract

Increasing line manager involvement in learning and development (L&D) at work is one important part of the broader changing relations between line managers and human resource management (HRM). The advantages of increasing line manager involvement in L&D at work are frequently highlighted. However, the disadvantages raise questions about the overall impact on L&D at work. Evidence about the practice of L&D at work depending on line manager involvement is limited. Instead of having an evidence base to evaluate it there is only scope to reflect more critically on the significance of the trend to line manager involvement in L&D at work in context. Two principal interpretations are possible; one that the trend is of minimal significance, the other that it is of much greater significance. Increasing line manager involvement in L&D at work is both part of the means of attaining, and one of the ends of, broader changes in work, organisation and HRM. The conclusion here is that there are legitimate concerns about shifting to increasing line manager involvement in L&D at work, where that prejudices the provision and use of specialist L&D at work resources. However, these concerns are outweighed by the greater concern to re‐align work, organisation and management for an era where knowledge management is predominant. The issue of line manager involvement in L&D at work will continue to be an important part of the corporate and critical review agendas.

The Role of First Line Nurse Manager

“…Aware of the workers' needs and inspire them to develop job satisfaction (Gibb, 2003;Cziraki, 2012;Johansson et al, 2007;Skytt et al, 2008;Robson & Mavin, 2009;Chris, 2012;Anvari et al, 2013; Employment Organization of the Islamic Republic of Iran, 2010). Establish mutual agreement between the staff and other units' workers (Gibb, 2003;Cziraki, 2012; Employment Organization of the Islamic Republic of Iran, 2010). Attend managerial meetings and express the workers' needs (Gibb, 2003;Cziraki, 2012;Johansson et al, 2007;Skytt et al, 2008;Duffield & Franks, 2001;Chris, 2012).…”

“…Plan for educating patients and their families (Gibb, 2003;Cziraki, 2012;Loo & Thorpe, 2003;Robson & Mavin, 2009;Maxwell & Watson, 2006;Ellström, 2012;Ramachandra, 2011). P 7 -facility management: Make new staff aware of the regulations and standards, and familiarize them with the circumstances and the equipment at the workplace (Gibb, 2003;Cziraki, 2012;Loo & Thorpe, 2003;Ellström, 2012). Predict the units' needs in term of the required facilities and equipment, and taking measure to prepare them (Employment Organization of the Islamic Republic of Iran, 2010).…”

“…P 4 -work schedule and task assignment: Set the different work schedules for different workers (Loo & Thorpe, 2003), and assign the corresponding tasks (division of labor) (Skytt et al, 2008). P 5 -report delivery: Plan to enhance the quality of service delivery in the departments under supervision (Gibb, 2003;Cziraki, 2012;Loo & Thorpe, 2003;Johansson et al, 2007;Skytt et al, 2008;Duffield & Franks, 2001;Ramachandra, 2011). P 6 -patient care (health education): Plan to submit a report regarding the patients' condition in each shift (Cziraki, 2012;Loo & Thorpe, 2003).…”

“…P 6 -patient care (health education): Plan to submit a report regarding the patients' condition in each shift (Cziraki, 2012;Loo & Thorpe, 2003). Plan for educating patients and their families (Gibb, 2003;Cziraki, 2012;Loo & Thorpe, 2003;Robson & Mavin, 2009;Maxwell & Watson, 2006;Ellström, 2012;Ramachandra, 2011). P 7 -facility management: Make new staff aware of the regulations and standards, and familiarize them with the circumstances and the equipment at the workplace (Gibb, 2003;Cziraki, 2012;Loo & Thorpe, 2003;Ellström, 2012).…”

“…O 8 -staff training and education: Establish group meetings and attract employees to contribute in problem solving for the associated unit (Gibb, 2003;Cziraki, 2012;Skytt et al, 2008; Employment Organization of the Islamic Republic of Iran, 2010). Aware of the workers' needs and inspire them to develop job satisfaction (Gibb, 2003;Cziraki, 2012;Johansson et al, 2007;Skytt et al, 2008;Robson & Mavin, 2009;Chris, 2012;Anvari et al, 2013; Employment Organization of the Islamic Republic of Iran, 2010).…”