In addition, line managers come between HR managers and employees, because these are responsible for the implementation of the HRD processes. In order to bring HRD processes across as intended by HR managers, line managers should receive information about how to implement these in the best way, taking into account the cultural and contextual factors of the organization. Line managers need to understand the purpose of the HRD processes so that they can bring this information across to employees as good as possible. This can increase the likelihood that employees understand the purpose of specific HRD systems. In alignment with the expectancy theory (Vroom, 1964), understanding the purpose of the specific systems and procedures makes it more likely that employees learn through these systems and procedures. Ensuring the consistency of HRD interventions might enhance this process.