Role of Line Managers and Leaders in Employee Development and Well-being

This research project analyzes the role of line managers and leaders in employee development and well-being. It also identifies the challenges faced by them and the measures that can be adopted to overcome them.

Research Project

Contents
Introduction...............................................................................................................................................3
Research Questions...................................................................................................................................3
Research Aim and Objectives...................................................................................................................3
Limitations of the study............................................................................................................................4
Literature Review......................................................................................................................................4
Role of line managers and leaders in employee development and well-being.........................................4
Challenges faced by line managers and leaders during the process of employee development...............4
Different measures that can be adopted for overcoming the challenges..................................................5
Research Methodology..............................................................................................................................5
Data Analysis.............................................................................................................................................5
Research Findings.....................................................................................................................................8
Reflection...................................................................................................................................................9
Conclusion and Recommendations..........................................................................................................9
REFERENCES........................................................................................................................................10
Appendix..................................................................................................................................................11

Introduction
Talent Management is an important aspect for an organization because it helps the
company in attracting as well as retaining employees who are high-performing (Adler, 2021). It
has become one of the most important components that significantly contributes to the overall
success of the firm. organizations are increasingly using different talent management strategies
in order to attract as well as retain employees that are high-performing as well as qualified. Staff
retention, schooling and morale is prime in any enterprise in which proficient inspired personnel
can help differentiate one agency from every other and have an effect on business success
(Ramírez-Montoya and et.al., 2021). A growing number of corporations are rethinking methods
to get the maximum from their workforce. Rising costs, recruitment difficulties and converting
worker attitudes suggest that, for plenty employers, the traditional methods to recruiting,
schooling and keeping staff are being revisited to harness and develop expertise and in the long
run power aggressive benefit.
Research Questions
 What is the role of line managers and leaders in employee development and well-being?
 What are the challenges faced by line managers and leaders during the process of
employee development?
 What are the different measures that can be adopted for overcoming the challenges?
Research Aim and Objectives
Aim
“To analyze the role of line managers and leaders in employee development and well-
being.”
Objectives
 To analyze the role of line managers and leaders in employee development and well-
being.
 To determine the challenges faced by line managers and leaders during the process of
employee development.
 To identify the different measures that can be adopted for overcoming the challenges.

Limitations of the study
The boundaries of a study are its flaws or shortcomings which will be the end result of
unavailability of sources, small pattern length, unsuitable technique, and many others (Bag and
et.al., 2021). No examine is completely ideal or which include all possible aspects. Therefore,
listing the constraints of your examine reflects honesty and transparency and also suggests which
you have a entire know-how of the subject. Sampling mistakes arise when a possibility sampling
technique is used to pick a pattern, however that pattern does no longer replicate the overall
populace or suitable populace worried (Cascio, 2021). However, you would possibly have had
restricted capability to benefit get admission to the suitable type or geographic scope of
contributors. In this example, the those who answered to your survey questions won't genuinely
be a random sample. When engaging in a observe, it is important to have a sufficient pattern size
which will conclude a valid research end result. The large the pattern, the greater specific your
results can be. If your pattern length is simply too small, it is going to be hard to perceive great
relationships from the statistics (Kunjiapu and Hanip, 2021). Citing and referencing previous
research research constitutes the idea of the literature evaluate in your thesis or examine, and
those previous studies offer the theoretical foundations for the studies query you are
investigating.
Literature Review
Role of line managers and leaders in employee development and well-being
Line managers as well as leaders play an important role in the overall development as
well as well-being of the employees within an organization (Lowe, 2021). This is because it is
important for the employees to be engaged as well as committed to their respective jobs. The line
managers analyze the training needs of the employees and then conduct training sessions
accordingly. Apart from this, they also provide constructive feedback to the employees so that
they are able to develop an understanding about their strengths as well as weaknesses (Zain and
et.al., 2021). As a result, they are able to perform effectively as well as in a productive manner.
Challenges faced by line managers and leaders during the process of employee development
There are also certain challenges that are faced by the line managers as well as leaders
during the process of employee development such as there can be a case wherein some
employees show resistance towards the same (Mabaso and et.al., 2021). A lack of motivation

among the employees can also affect the overall process of employee development (Murray and
Holmes, 2021). A loss of powerful technology also can be noted as one of the challenges which
can be confronted via the line managers and crew leaders during the procedure of employee
development. Bad hiring strategies within the corporation can also cause the managers and
leaders going through demanding situations within the employee improvement method.
Different measures that can be adopted for overcoming the challenges
There are different measures that can be adopted in order to overcome the challenges that
are faced employee development as well as wellbeing (Pudil and et.al., 2021). For instance, the
managers should work on developing effective strategies for hiring people so that the ones who
are qualified as well as experienced, are hired for carrying out the vacant jobs. Besides this, the
managers and leaders need to be encouraged to provide mentoring and training to the employees.
This is due to the fact with powerful management, a business enterprise can encourage the
employees to paintings productively in addition to inside the expected way.
Research Methodology
Research Approach – It refers to the plans as well as procedures for carrying out the
research (Deductive Approach, 2021). For completing this report, the researcher has adopted
deductive research approach because it will allow the researcher to explain the relationships
between variables.
Research Strategy – It provides a direction to the researcher in order to complete the
study in the most efficient manner. In context to this report, the researcher has used a quantitative
research strategy.
Choice of Research – This is a quantitative research wherein the researcher will collect
information from the respondents, analyze the same and then present the results in the form of
tables and graphs.
Research Method – A questionnaire has been used for the process of data collection and
the questionnaire comprised of a series of questions based on the research topic. the sample size
is 30 respondents.

Data Analysis
Theme 1: Knowledge about talent management
Q1. Do you think talent management is important?
a) Yes 20
b) No 10
a) Yes b) No
0
5
10
15
20
25
20
10
Chart Title
Interpretation – It can be said that out of 30 respondents, 20 were aware about the
concept of talent management because they had read about it while the remaining 10 respondents
did not have any idea about the same.
Theme 2: Role of line managers and leaders in employee development
Q2. What is the role of line managers and leaders in employee development?
a) Assess the training needs 15
b) Provide constructive feedback 10
c) Provide mentoring and coaching 5

a) Assess the training needs b) Provide constructive
feedback c) Provide mentoring and
coaching
0
2
4
6
8
10
12
14
16 15
10
5
Chart Title
Interpretation – It can be concluded that 15 respondents stated that the line managers
assess the training needs of the employees, 10 stated that they provide constructive feedback
while 5 respondents stated that the line managers and leaders provide mentoring and coaching to
the employees.
Theme 3: Challenges of talent management
Q3. What are the challenges of talent management?
a) Poor hiring strategies 10
b) Ineffective leadership 10
c) Employee turnover 10
a) Poor hiring
strategies b) Ineffective
leadership c) Employee turnover
0
2
4
6
8
10
12
10 10 10
Chart Title

Interpretation – From the above graph, it can be concluded that 10 respondents stated
that poor hiring strategies is one of the challenges, out of the remaining 20 respondents, 10 stated
that ineffective leadership while the remaining 10 stated that employee turnover is a challenge of
talent management.
Theme 4: Implementation of talent management
Q4. Does your company implement talent management in workplace?
a) Yes 25
b) No 5
25
5
Chart Title
a) Yes b) No
Interpretation – It can be stated that out of 30 respondents, 25 stated that their
organization has implemented talent management at the workplace while the remaining 10
respondents stated that their organization did not implement talent management at the workplace.
Therefore, it can be concluded although there are companies that have implemented talent
management, there are still a lot of them that still have to do so.
Research Findings
By task the respective studies, it has been discovered that the general public of the
respondents have been aware about the concept of skills management. It changed into also
observed that the line managers as well as leaders come upon exclusive challenges which

includes poor hiring strategies, low motivation stage of employees and many others. And that
during order to triumph over these challenges, one-of-a-kind measures must be adopted.
Reflection
Undertaking this project has been a very learning experience for me because I got a
chance to develop new skills as well as enhance my existing knowledge. I can further implement
these skills and knowledge to different practical situations in order to complete the tasks assigned
in an effective manner. I have also learned about the different challenges that are faced by
managers in the process of employee development and the various measures that can be taken in
order to overcome them.
Conclusion and Recommendations
From the above document, it could be concluded that expertise management is an critical
factor within any corporation. This is as it lets in the corporation to attract as well as maintain the
high-appearing employees to stay with the enterprise for a longer period of time. It also can be
concluded that the road managers in addition to the leaders inside the workplace play an critical
position in the worker improvement as well as their nicely-being. But there may be specific
challenges that they could face including a loss of motivation and hobby etc. Therefore, it's far
critical to adopt powerful measures to triumph over the identical.
There are sure suggestions that may be made to the organization along with the leaders
and executives must encourage their crew contributors to work productively. In order to do so,
they ought to involve the personnel within the selection-making manner as a way to help them in
developing a experience of belonging to the corporation. Lastly, it's also advocated that the
personnel have to be provided with powerful training in order that they increase new abilities in
addition to get a risk to enhance their present understanding. This will notably make a
contribution to the general productivity as well as success of the agency.

REFERENCES
Books & Journals
Adler, S., 2021. Performance management in the year of COVID-19: Carpe diem. Industrial and
Organizational Psychology, 14(1-2), pp.168-172.
Bag, S. and et.al., 2021. Key resources for industry 4.0 adoption and its effect on sustainable
production and circular economy: An empirical study. Journal of Cleaner Production,
281, p.125233.
Cascio, W., 2021. Managing human resources. McGraw-Hill US Higher Ed USE.
Kunjiapu, S. and Hanip, M.F.M., 2021. Productivity, Competence and Middle Income Trap: The
Malaysian Scenario. Journal of Contemporary Issues in Business and Government, 27(2),
pp.2183-2200.
Lowe, N.J., 2021. The Overlooked Partners That Can Build Your Talent Pipeline. MIT Sloan
Management Review, 62(3), pp.1-7.
Mabaso, C.M. and et.al., 2021. Talent retention strategies: An exploratory study within the
consulting industry in Gauteng province, South Africa. Acta Commercii, 21(1), p.14.
Murray, W.C. and Holmes, M.R., 2021. Impacts of Employee Empowerment and Organizational
Commitment on Workforce Sustainability. Sustainability 2021, 13, 3163.
Pudil, P. and et.al., 2021. Further education, its methods and selected characteristics of
organisations: an empirical study of their association with organisations profitability.
Business, Management and Economics Engineering, 19(1), pp.111-130.
Ramírez-Montoya, M.S. and et.al., 2021. Characterization of the Teaching Profile within the
Framework of Education 4.0. Future Internet, 13(4), p.91.
Zain, N.H.M. and et.al., 2021. Talent cap module: the implementation of digital and non-digital
assessment game in collaborative learning environment. International Journal of
Advanced Technology and Engineering Exploration, 8(76), p.496.
Online
Deductive Approach. 2021. [Online]. Available through:<
https://www.sciencedirect.com/topics/mathematics/deductive-approach>.

Appendix
Questionnaire
Q1. Do you think talent management is important?
a) Yes
b) No
Q2. What is the role of line managers and leaders in employee development?
a) Assess the training needs
b) Provide constructive feedback
c) Provide mentoring and coaching
Q3. What are the challenges of talent management?
a) Poor hiring strategies
b) Ineffective leadership
c) Employee turnover
Q4. Does your company implement talent management in workplace?
a) Yes
b) No
Q5. Any recommendations or suggestions