International Journal of HRD Practice Policy

Running Head: HRD 0
Human Resource
Development
(HRD)
Student Name:
Student University:

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Introduction
This report will focus on the opportunities of HRD in an organisation that is NAB (National
Australia Bank) which is headquartered in Australia which is offering many opportunities to
potential or current workers. The discussion will also cover the knowledge to assess the
informal learning impacting the HRD practices of organisation.
HRD Opportunities
In an organisation, HRD helps in improving performance and effectiveness of employees
benefiting to manage and develop skills, knowledge and competencies. It also enables the
personal growth and human potential enhancement towards the business (Pearce, et al.,
2019). NAB being a financial institution provides various HRD opportunities to their
potential and current employees such as international opportunities and internships,
educational programs such as “NAB Regional & Agribusiness Trainee Program” and
curriculums within development and learning centre. Based on such opportunities, employees
are able to develop their capabilities and skills for future advancement of competences which
include attending events and workshops along with relationship and networking skills (SWG,
2019). NAB makes sure to provide numerous development and performance plans to new
workers along with further skills and knowledge extension in the workplace. The institution
also provides training and inductions courses for employees to ensure their capability of
performing roles and to understand the need for improvement along with development and
assessment of working performance. There are leaders provided by NAB to new workers
with the need of coaching and mentoring the improvement in performance continuously
within the workplace (Bruce, 2016). Also, the institution offers new and challenging traveling

HRD 2
and development careers opportunities to workers across the globe through providing
assignments overseas.
Impact of HRD practices
Nowadays, informal training is becoming a non-traditional component to acquire high-
levelled knowledge and skills for supporting organisations and employees’ performance in
the workplace (Kareem & Hussein, 2019). In case of NAB, forming of informal learning
through various contemporary approaches has an impact on an organisation’s HRD practices.
There are several HRD practices provided by NAB with the involvement of adventure
learning being an informal learning component. The employees have an opportunity provided
by NAB to take their career proficiencies further based on the overseas assignments
completion internationally as an approached used by an organisation and employees to create
benefits and increase capabilities (Otoo, 2019). Employees are allowed to work
collaboratively and independently based on this adventure learning with the allowance of
undertaking international assignments and strengthening skills of problem-solving and
cooperation.
NAB also provides mentoring and coaching opportunities to employees for improving
performance and developing strong working relationships continuously other than adventure
learning (NAB, 2019). HRD practices are impacted by action learning, on-the-job training
and behaviour modelling performed within the company. NAB is good at offering coaching
to employees through leadership information and experience under first-hand resources and
knowledge along with intimate training which help them to evolve (NAB, 2017). In the
workplace, behaviour modelling is defined as processes guidance where NAB is providing
employees with different sessions of mentoring. This helps with the involvement of current