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.