Case Study: Learning and Development at Choc Co. Online Case Study: Learning and Development at Choc Co. Choc Co. is one of the world's largest confectionery businesses with significant market share in many of the world's biggest confectionery markets, including many emerging markets. It has a long and proud tradition, stretching back more than 150 years. Including a long history of developing its employees, which has remained part of its ethos during its progress to becoming a global company Despite very positive sales figures over the last 12months. Choc Co. has prioritised streamlining the business to make it more competitive and has placed a strong emphasis on reducing cost over the next 18 months. Despite being keen to preserve its longstanding reputation as a firm that is committed to developing all its employees, in respect of learning and development. This streamlining activity has focused on: ensuring a clear return on investment in training activities Changing the way that learning programmes are delivered and being more creative in developing approaches to learning connecting training activities to the strategic needs of the firm. The most important driver of the assessment of its training provision at Choc Co. is change. Whilst performing well in the marketplace, senior management continue to express discontent with levels of productivity and employee performance Moreover, senior management has determined that the company needs to become more flexible and adaptable to respond to change in its market context, for example by an ability to adapt organisational structures to meet new business needs or through the introduction of technological innovation. However, as a traditionally minded employer and with low levels of employee turnover at shopfloor level, Choc co appears to have instled in its workers a mindset of stability and steady progress, which is at odds with competition in a rapidly changing global economy Therefore, Choc Co wants to move towards a system of continuous improvement by creating a culture whereby workers are empowered to implement small incremental changes, rather than have substantial change imposed on them from time to time Identifying training needs Traditionally, training needs analysis at Choc Co. has been gap-led in other words, training fonds to be focused where Choc Co. identifies a gap in capability - for example, where the introduction of new technology requires worker skill to be updated, company policy is changed or a key worker leaves the firm nouiring training to be 4G I. 7:34 Case... Christina koutra-HRM529 > Delivery of training trainingen echte managed afety change band.com performance to the consen checo Theme powo facity, which the time when they producten Wodkarstunder mary delivered by conse understanding one kronor they recebe The bestaande to the De opinion, Tweetha chong progant on to the orde noong effect and com by who helg esent and rear ner eading to undone and of production, where LAD en ledende proves to designs She workforce proceso management de Moreover, they say ang on the rango Employee development programmes A mat nuoi tot to a Cha Cha mang developed widely gondoa To underway which is Ceperti who com Ray Barbie, the Chocolate de a sem where HRO'. He was warmed fedtet much of the compare din parte proches and HD company bored and be portmann We change you Chod Cohen development andre? cocam for Choc Camh the hoc 1. V