NAB and its Human resource development programs

NAB and its Human resource development programs

In this paper, I am going to discuss NAB and its Human resource development programs.

HRD opportunities provided in the organization to current or potential workers

Human resource development is a programme that assists employees to develop their abilities, knowledge and organizational skills. The ability of an organization to encourage them and continued encouragement helps organizations to retain and motivate employees (Heathfield, 2020). Opportunities presented by human resource development include couching, mentoring, employee training, employee career development, among others.

The national Australia bank has a well-organized human development system. While working at NAB, an employee is presented with whatever he/she needs to achieve his/her dreams. It is not all about money. They recognize the abilities, intentions, needs, and aspiration of its employees (work with NAB). NAB collaborates with its employees to make sure that they achieve exceptional outcomes and push the expectations of their employees higher.

They have an extensive programme of learning and development. To achieve this, they have programs such as performance and development plan, an academy, career U, coaching, mentorship programs, talent development, further study and assistance ( learning and development). In the performance and development plan, NAB assists its employees by assessing their performance in the first month. The peoples’ leader then helps the new employee by directing him how he can improve his performance and the skills he/she needs to build on. Nab has an academy which is the centre where learning takes place for an individual’s growth. The career U program then assists the employee with tools and resources in order they can excel in their current roles. To continuously improve their performance, they undergo coaching. NAB then identifies the employees with talents and brings the best out of them. It helps them to achieve the desired outcomes and retain their customers.

Influence of informal learning knowledge on the organization of HRD practices in NAB.

Informal learning refers to learning that occurs outside the traditional or formal learning settings like the classroom. It is often unplanned and sometimes has no clear set of objectives (O’neill, 2019). Nowadays, employees have become aware of the benefits of nurturing informal training. They can create cooperative learning set up in their organizations. Informal learning has a lot of benefits which include: a relaxed experience for employees, saves organizations time and resources, learner-driven and self-directed and expansion of the employees referencing and knowledge points.

National Australian bank has recognized the power of informal learning, and it has adjusted its Human resource development practices accordingly. In a programme of creating African Australian employment. It provides its employees with six months of experience. This helps them to find meaningful jobs in Africa (African Australian employment). Finding a job in a new country without local knowledge is hectic. The program created by NAB helps its employees who are still in NAB to get some local experience. They are exposed to the African culture to build essential and crucial networks, and they are assisted in getting a local experience while updating their curriculum vitae. To achieve the goal, they are provided with an entry salary, culture awareness, coaching from people working in Africa, and mentorship unit from African organizations..

NAB Encourages a knowledge-share culture. It has achieved this by creating and flexible working place. Its employees can work from different locations, and this enables them to discover new things by themselves and interact with other employees. Nab has worked tirelessly to ensure that a flexible working environment becomes a reality Flexibility and the workplace). Employees can get an opportunity to work in a technology-supported environment. The smart working environment is achieved by enabling its employees to work from anywhere at any time from their PC. The sharing of a workplace setting is another adjustment to ensure that informal learning is active. This will encourage communication and collaboration of employees. The employees will be able to share their own experiences and skills between themselves. It also increases the formal to formal face connections and creates a feeling belonging to a specific group. The employees can choose the work that they are most suited for. Specialists of various tasks can share the experiences of their fields with the other employees. This creates sufficient time for the employees to learn between themselves.

NAB has a diverse and inclusive program. It promotes informal learning. Every day, NAB works with people from different places who have different values and skills. Each time they leave NAB, they are recognized and appreciated. They embrace their employees with unique benefits. This enables its employees to learn from the people they work with each day. They do not discriminate their employees based on gender, age, background, and the disabled. This inclusivity enables men to learn from women and vice versa, the young to learn from the old and vice versa, and the people who have no disabilities from the disabled and vice versa. It helps a great deal in encouraging social learning.

Conclusion

NABS seems to be aware of the impact that is made by gaining informal knowledge. It has adjusted its programs of human resource development to make sure that their employees have informal education and skills.