Fairlie (2011) builds on this concept by suggesting a number of ways that HRD professionals can facilitate engagement; thought through the development of training programmes for managers; assisting in culture change initiatives; redesigning jobs and by revising career development programmes that better assist employees in achieving their long-term career goals. But Fairlie (2011) also considers the wider benefits to both managers and employees of effective learning and development interventions, argueing that levels of engagement can be both passively and actively increased by developing talent.