General implications that can be drawn from this study include that organizations must develop a thorough understanding of the learning and development processes they provide to their employees so that these can be implemented as intended by HR managers. Wognum and Lam (2000) argue that stakeholder involvement in HRD policy making increases the effectiveness of HRD programs. Especially stakeholder’s perception of the quality
of the policy making process had an influence on their perceived HRD effectiveness. HR managers' perceptions and that of employees are more closely related to each other in small organizations. This shows that intensive interaction between the person knowledgeable about the HRD processes and the employees can more easily bring across HRD processes. Organizations can therefore aim to promote the interaction between HR managers and employees