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Welcome again! In this module,[br]we'll cover approaches to training

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and development, two practices[br]run by human resource departments

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that have a profound impact[br]on improving employee performance.

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We will begin by defining and describing[br]the training and development process

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and the many forms that these may take.

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We will also identify some human[br]resource management training initiatives

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that you can bring to your own[br]organizational practice.

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Finally, we'll review[br]how career-planning methods

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can be used[br]to improve management development.

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By the end of this module,[br]you will have a greater sense

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of how training and development[br]can be conducted using a range

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of supplementary tools and resources.

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As you go through the module,[br]try to remember how you learned

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some of the skills[br]that you have now mastered.

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Was it through onboarding,[br]manuals and workbooks,

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or via information sharing with peers?

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At the same time, when you incorporate[br]a new employee to your team,

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do you have a specific training program[br]that they go through?

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If you observe that an employee[br]has potential for growth,

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do you help them determine[br]where their strengths lay?

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Do you have established programs[br]for development?

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These are all good questions to consider.

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One of the most common approaches[br]to learning the what and the how

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of a job is through informal training.

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Although it is considered underutilized[br]because it's not part of formal training

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and development practices in firms,[br]the reality is that employees

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learn and get good at their jobs[br]by observing the experts around them,

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asking questions[br]when they're not certain about a process,

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and even crafting their jobs in a way[br]that is consistent with expectations,

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yet provides meaning and[br]fulfillment for themselves.