1. HRD & TOP Leadership Style
Benevolent & paternalistic
Critical & task centered
developmental

2. Transformational Leadership
Transformational Leaders are those who recognize ,exploit & satisfy the needs of followers while elevating them into high levels of motivation & morality.

7. Line Manager & HRD
A line manager is a manager who is authorized to direct the work of subordinates & is responsible for accomplishing organizational goals. Now they are becoming increasingly responsible for performing HRD activities in order to facilitate employee learning & development.

8. Line manager & his responsibilities
He is supposed to manage the employees & their task accomplishment.
He assesses operational performance of employees.
He act as a facilitator & provides technical expertise to the employees.
He deals with customers & assess their needs.
He undertakes various functions which was earlier undertaken by HR department.

9. Changing role of line manager in context of strategic HRD
The devolution of HRD Policies & practices to line managers is one of basic features of SHRD System.
Line managers are in a very powerful position to block or support implementation of HRD strategies & activities.
Line managers balance the demands of senior management & employees & supplier of information to senior managers & implementers of decision taken by senior managers.

10. Advantages of line manager’s involvement In HRD
A Line manger’s role is critical in creating appropriate work environment supportive for learning by creating positive attitudes towards continuous learning.
A line manager’s involvement in HRD may lead to development & transformation of managers themselves.
Line managers can help to improve quality of HRD interventions by closing gap between organizational & individual performance.

11. Challenges of line manager’s involvement in HRD
Workload of line manager will increase during their efforts in developing employees apart from their routine work.
They are not specialist in HRD & may lack confidence, knowledge & organizational support to assume responsibility for HRD.
The involvement of HRD activities to line does not mean that traditional HRD function should be abolished.

12. Expected contribution of line manager in relation to HRD.
Line manager should partner with HRD Specialists on SHRD/ HRM Issues.
They should show interest & support learning of their subordinates on daily bases.
They should actively participate in HRD development process.