Various issues with respect to strategy, skills, competencies, people, work and leadership have been explored, which will not only highlight different issues but also give a sense of the magnitude of issues related to front line manager’s involvement in human resource development. Further, a conclusion has been drawn by summarizing the various issues/concerns and recommendations for the HR department and leadership team have been proposed in order to make use of the actual potential hidden in this critical mass of leadership.Roles and functions of front line managers include ensuring the teams are achieving the required performance levels. coaching and development team members to achieve their targets. reviewing performance and provide feedback. conducting performance appraisals. and other management functions such as planning, organizing, and allocating work to front line staff on a periodic basis. In short, line managers manage most of the activities related to human resources. It is because of this reason, many HRD researchers propose that front line managers can be of great help in making HR policies and practices a success. However, this view has been criticized by many for various different reasons.Considering that front line managers work more closely with the front line staff than any other leadership team, this team should be able to influence the critical population of the organization to the maximum extent. With this notion, human resources department levies high dependency on the front line leadership to successfully execute the HR policies and practices. The front line managers form the critical mass of leadership of an organisation because they are the direct face of the organization for the employees in the front line which constitutes more than 75% of the population in any organization.