The Role of Line Manager in Experiential Learning

INSTITUTE OF BUSINESS AND TECHNOLOGY (IBT);

November 22, 2012
OURSE CODE: MGT n only be possible when line managers break their own designed status quo.

THE ROLE OF LINE MANAGERS IN EXPERIENTIAL LEARNING:
ESSAY:

ESSAY

THE ROLE OF LINE MANAGERS IN
EXPERIENTIAL LEARNING:

SUBMITTED TO,

Dr. FAROOQ-E-AZAM CHEEMA

SUBMITTED BY,

SYED MUHAMMAD RIAZ-UL-HAQUE ( BMS/ 613 )

COURSE: STRATEGIC HUMAN RESOURCE DEVELOPMENT (SHRD)
DATE: 20-11-2012

THE ROLE OF LINE MANAGERS IN
EXPERIENTIAL LEARNING:

Continuous changing in corporate context enhances vast competition among corporate sectors which obliges to realize the importance of activities apart from routine works, have become significant preference in progressing performance of workforce or employees in an organisation. The revolutionary focus of human resources development professionals are towards the management of knowledge whether it is tacit knowledge or explicit knowledge and experiential learning and utilization of opportunities and comprehensiveness provided by workplace affordance. Therefore, the role of line managers is much more specified in term of learning and development (L & D) and as facilitators to create productive socialization in favor of the organisation so that the demand of the employers regarding stable set of appropriate skills among their employees, particularly adaptability flexibility and transferability and the greater capacity to learn in the changing environment become possible comprehensively. Since the line managers are already so busy in their regular responsibility, and make them involved in learning and development to flourish employees’ skills are not simple for human resource management (HRM). There has been immense speculation about the advisability of devolving human resource management (HRM) issues to line managers (Hall and Torrington, 1998; Ulrich, 1998; Gratton et el. , 1999). High unemployment and poor press reviews have

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