CASE STUDY 1: TRAINING PLANNING Larry, a high school kid looking for a summer job, was hired as a cook at a nearby restaurant. Larry had no experience working in kitchens, but the supervisor who hired him, explained that it wasn't necessary, because they would train him. On Larry's first day, he was paired with a Senior Line Cook by the name of Tyler. Tyler wasn't especially thrilled with the idea of having to train a new guy on the busiest night of the week, and expressed his concerns to the manager. "You're our most senior employee, so that makes you the most qualified person to do the training. A frustrated Tyler didn't say much after that - and aside from giving Larry a nod of acknowledgement, his only words to him were "watch, and stay out of my way." By the time the main dinner rush hit, the entire kitchen line was bustling with activity and Tyler was doing his best to call orders, time out bills, and cook all at the same time. As more and more orders came in, the stress level in the kitchen had increased dramatically. It was at this point Tyler turned to Larry and barked, "I need you to run to the fridge and get me more hamburger meat!" Afraid to ask any questions, Larry quickly turned to look for the fridge, and as instructed, ran" through the kitchen line to get more meat. A cook, unaware that Larry was coming through, turned to put up a dish, and collided with Larry. He never heard him coming. (25 MARKS / MARKAH) a (i) Identify all the things that went wrong on Larry's first day. (Kenalpasti perkara yang salah pada hari pertama Larry.) (5 marks/markah) (ii) Classified the top character traits that would look for to be a good trainer. (Kelaskan ciri-ciri utama yang diperlukan daripada seorang jurulatih yang bagus.) (5 marks/markah) (iii) Draw and describe the training process (Lukis dan terangkan proses dalam latihan.) (5 marks/markah) (iv) Describe the mistakes has company made when organizing training program? (Berikan kesilapan yang dibuat syarikat ketika menganjurkan program latihan?) (5 marks/markah) (v) Proposed the factors should you consider when organizing a new employee's training plan. CASE STUDY 2 : DIGITAL LEARNING FOR EMPLOYEE DEVELOPMENT AT HENKEL A manufacturer of household brands such as Persil, Schwarzkopf and Loctite, Henkel operates in 75 countries and has a workforce of 50,000 employees in 120 nations. Their previous training program prevented consistent learning and wasn't available to everyone in the organization. Henkel wanted to align its training to better reflect its global messaging and strategy, and they wanted to implement a blended learning program based on the 70:20:10 model. They needed a learning solution that was accessible to Henkel's diverse and international team, and focused on employee development and lifelong learning. Human Resources Development (HRD) is one of important sources that should be concern by the HR practitioner in an organization. The ineffective HRD management will conduct to low level of productivity and quality in organization. HRD in organization facing a few phase in develop it, As Human Resource manager who is fully responsibility to apply training in your organization you should know the important of training. (25 MARKS / MARKAH) (i) Discuss the types of learning applied in an organization to encourage employees to constantly improve their performance and achieve strategic goals? (Bincangkan jenis pembelajaran yang diterapkan dalam sesebuah organisasi untuk menggalakkan pekerja secara berterusan memperbaiki prestasi dan mencapai matlamat strategik?) (5 marks/ markah) (ii) Describe the type of training method that Henkel wanted to implement. (10 marks (iii) Identify the purposes of training. (5 marks/ (iv) Describe the impact if organization does not want to do need analysis step in conducting training