Human resource management practice I also available by michael armstrong

The role of HR and learning and 

development specialists

However,  HR  and  L&D  specialists  still  have  an  

important role to play. They interpret the needs of 

the business and advise on how management devel-

opment as a business-led activity can play its part in 

meeting  these  needs. They  encourage  managers  to 

carry out their developmental activities, providing 

guidance  as  required,  and  they  act  as  coaches  or 

mentors. They also, of course, conduct or manage 

formal learning events and programmes, but their 

most  important  role  is  to  help  in  developing  a  

climate in which managers can grow.

Criteria for leadership and 

management development

The  effectiveness  and  value  of  any  approach  to 

management  development  include  the  extent  to 

which it:

 

●

links to organizational goals and context 

– and so has relevance for the organization 

as well as for individuals;

 

●

builds on and develops the qualities, skills 

and attitudes of participants;

 

●

is supported by appropriate HR policies to 

do with recruitment and selection, talent 

management, succession planning and 

reward;

 

●

has the full commitment of those responsible 

for the operation of the process, including 

line managers;

 

●

is motivating to those encouraged to