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

and development, two practices
run by human resource departments

that have a profound impact
on improving employee performance.

We will begin by defining and describing
the training and development process

and the many forms that these may take.

We will also identify some human
resource management training initiatives

that you can bring to your own
organizational practice.

Finally, we'll review
how career-planning methods

can be used
to improve management development.

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

of how training and development
can be conducted using a range

of supplementary tools and resources.

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

some of the skills
that you have now mastered.

Was it through onboarding,
manuals and workbooks,

or via information sharing with peers?

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

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

If you observe that an employee
has potential for growth,

do you help them determine
where their strengths lay?

Do you have established programs
for development?

These are all good questions to consider.

One of the most common approaches
to learning the what and the how

of a job is through informal training.

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

and development practices in firms,
the reality is that employees

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

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

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

yet provides meaning and
fulfillment for themselves.