The Learning MatchMaker

HR / Training cannot rely on Line Managers to   

enhance the learning retentions

(This article comes from thoughts of different solution providers in US and TLMM thoughts)

The barriers to learning retentions comes directly from the line managers. What this means is there is a failure of line managers to properly support their immediate staff after the initial training.

This can affect a lack of follow-up exercises to embed knowledge and lack of coaching or mentoring to the staff.

Most line managers are judged in areas of training and development, maintaining personnel records, and absence management.

Most HR / Training personnels believe that training for line managers in people management should be compulsory, and that support and training are inadequate. (This statement comes from an external source taken from a US learning site).

However, in Malaysia, line managers should be made responsible for a greater range of HR duties.  Therefore we cannot make any conclusion yet on what are the perspectives from HR / Training personnels in Malaysia, as there is no statistics taken in Malaysia.

Therefore to conclude this article, we would like to provide 3 best tips to strengthen line managers awareness so that they retain learning of their staff who attends training.

• HR / Training personnels should have a regular meeting with their line managers to seek their ideas on how to improve  learning retentions.

• HR / Training personnels should provide off and on suggestions via email on articles for their line managers to read and improve their own growth.

• HR / Training personnels should also go for workshops themselves to increase their knowledge to this matter.

Do let us know if the 3 best tips works well in your organization.