There is only one way to ensure that line managers support training, is your HRM policy aligned with it?

Line Managers strongly influence the extent to which learning transfers into performance improvement. Regrettably, perhaps due to three systemic issues, many managers resist personal involvement in developing their direct reports. These issues are;

• The typically hierarchical structures of post-industrial revolution organisations

Many 21^st Century employers remain constrained by a silo-driven culture.  This makes implementing a systemic, cross-functional approach to learning transfer, which requires the collaboration of line managers difficult to administer because they see their priorities as task-focused.