Why is it important for an l-IRD practitioner to understand managerial roles and competencies? Hoe.r are these assessed? Howr is the information used as a needs assessment is designing a management development program? It is extremely important for the I-[RD practitioner to understand managerial roles and competencies for the several following reasons: they need to be able to identify any shortcomings, understand any current needs, and have the ability to conduct a thorough assessment of the role of managers in an organization. It's crucial to have these understandings because then an I-IRD practitioner will be able to further plan an effective management development program. Status intervention by HR should be mandatory (Kalis et. al, 2016) because employee development programs are not limited to subordinate employees; management needs it as well because they have a significant responsibility they are expected to hilll. Furthermore, if managerial roles and competencies are not fullyr understood, it's possible that an organization could waste their resources on inadequately focused management development programs. It would be completely pointless to try and design a management development program without understanding how the system works and what is desperately needed. I think managerial roles and competencies are assessed by an I-IRD practitioner by being observant, holding regular meetings with management; perhaps focusing on the level of the current employee turnover; and how well employee job performance is. I ust by knowing these things, an HRD practitioner can do a lot. I feel the information is used as a needs assessment in designing a management development program because without this particular information, a completely wrong management development program and resources would be wasted. A needs assessment is crucial to nd out the exact problem areas need to be remedied