Abstract
This article examines organizational (government policies, line management involvement, top management support, outsourcing and external consultant) factors of learning and development (L&D) influencing effective implementation of L&D. It employs a quantitative approach using self-administered survey questionnaire administered to 103 employees in a large Malaysian owned bank. Descriptive analyses revealed line managers’ involvement strongly agreed by respondents in influencing effective implementation of L&D initiatives.
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