Line managers are being expected to perform challenging people management tasks without the relevant training, a new study has found.
Training gaps in staff development, recruitment and retention, absence management and grievance handling were just some of those identified in the 2010 IRS Line Manager Training Survey.
The report, which quizzed 123 HR professionals, found that half the organisations (48%) that give sole responsibility to line managers for recruitment and retention do not offer specific development in this area.
And almost one-quarter of employers (23%) failed to provide adequate training in absence management, the study showed.
Gaps were also uncovered in staff development (47%), grievance handling (35%), disciplinary procedures (27%), and appraisals (19%).
Meanwhile, nearly two-thirds of those polled (60%) said they do not rate line managers in their organisation and felt line manager training was hampered by poor organisational backing (53%), financial constraints (50%) and poor attendance (45%).
Yet, eight in 10 believe training for people managers should be compulsory.
Charlotte Wolff, author of the report and training editor for XpertHR, said: “Line managers are increasingly expected to take on more responsibility in some crucial areas of people management, yet it appears that the training is not evolving at the same pace.
“In areas such as absence management, where good practice can directly help the organisation save on costs, I would have though that investment in the relevant training would be clearly worthwhile.”