Questions:- 1. What changes would you recommend that Meltos Co. make to their current learning and development provision to reduce costs and improve performance?(4 Marks) 2. Discuss how e-learning, competency frameworks and improved knowledge- sharing at Meltos Co. might help to cut costs and make the HRM at Meltos Co. more strategic.(4 Marks)

Meltos Co is cone of the world's largest bakery businesses with a significant market share in many of the world s biesest bakery markets, incluifing many emeryos marhect. It has a long and proud tradition, stretching buck msoce than 150 yriens. including a long history of developing ins employees, which has remained gart of its ethos during its progress to becoming a global company. Despere very pasitive sales figures over the last 12 maetha Molios Co, has proritiand streamlinisg the busisess to make it more eompeticive and has jiaced a stroed enuphasis on reducing costs over the next 18 months bespite being ikeen to jreserve its longstanding neputation as a firm that is cemmitted to developing all its cmployees in respect of learning and development, this. "streamlining' activity has foctised an: - ensaring a clear returm on investment in training activities - changine the way that learning preegams are delivered and being moce creative in developing appronches to learmine - connecting tralning activities to the strategic needs of the firm The most important driver of the ascessment of its training prevision at Melnes Ca is change. Wilist performing well in the marketplace, senior manaprnsent coentioe to express discontent with levels of productivity and employee performance Moreover, senior management has determined that the company needs to become more flexible and adyptable to respoed to change in its market coetert fur cumple by an ability to adopt er sanixational srattures to mece new busitiess theeds of throagh the introduction of technological innovatien. Therefore, Melitos Ca. wants ta move towants a system of continuous improvement by creating a culture whereby workers are empowered to implement small incremental chanpen, rather thas hrow subscamtial hance impoced on them froen time to time Traditionally, training needs analysis at Meitos Ca has been 'gap-led". In ocher werds, training tends to be focused wbere Meitos Ca. identifies a gap in capubitty for example. where the introduction ed new technobery resaines worlery akill bo be updated, company policy is changed or a ley worloer leaves the firm, requiring trainits to be provided te their replacement. Typically, this gap-Ind identification of need is condocted at a local level with listle refrrence made te the wider narivenal ar intertational woridorce. Currently, the company nuns several large tralining evetits each year designed to update manufacturing staff on everything from health and safecy changes, bealiness stratery and cotipaey performasce to the adoption of new jroduction technolecy. This is sometimes coupled with skills training for these werken as and whes appoopriate. The bead of learning and development, (LSD) rerpotding te a call to cut centr frome the HR director, is now of the opinion. bowver, that sach loche training propress. often of up to three or four days, are no longer the mont cost-effective and efticient means by which to develop the staft. Such training has the dual preblem of requiring recular investment and repear sesslons to cover workers an different sh ths or at different plants, as well as leading to undesirable downtime of certa aspects of production. In partioular, the head of T\&D is keen to reduce the reliance on estemall training providers to design and deliver ieterveotions to diflerent worliferce grows. from senior manatement to sbep-floer workers. Nabeel, the head of learning and development at Meltos Co, reoently atiended a seminar at a local university on the changing sature of workplace HBhMt. He was slightly alarmed to find our that moch of the company/s practice was soen as cuidabed. In particular, he was interested in examining bow setne more contemporary approaches and tectuniques in HRM conld help the conpaory bech reduce costs and better performance through continoous improvement. Ceacitions 1. What chan tes would you recommend that Metkos Co make to their curteet learning and development provision to redace cests and improye performanceYy 4 Maris) 2. Docuss how eleamine, competency frameworles and improwed knowledse sharing at Meltes Ca might help to cut costs and make the HBM at Meltes Co more strateqjic( Marls) 3. How might the firm seck to ensure a return en inveitment for its learnine and development activity? 4 Marks) 4. How effective is training in the arganization you work for and mentiot a fiem methods being used for effective development