, PLEASE USE THIS DOCUMENT AS A GUIDE TO ANSWER YOUR ASSIGNMENT
Please note that the author of this document will not responsibility for any plagiarizing you
commit.
Carefully read the case study below and answer the questions that follow.
TRAINING AND DEVELOPMENT AT SUPER FOODS
Mariana Kirsten started Super Foods, a food manufacturing company, in 2010. The company
specialises in frozen foods that merely require customers to heat and eat. Their products, which range
from savouries to five-course meals, are aimed at making food preparation easier for their customers.
They are also committed to providing quality products at a reasonable price. Super Foods started with
a very small shop in Durban. Due to the success of the company, Super Foods currently operates
across all nine provinces in South Africa. The company has a solid track record in providing excellent
products and services that meet the expectations of the clients. Super Foods’ overarching principle is
that each employee should have the opportunity to develop to his/her maximum potential.
Training and development of employees are prioritised at Super Foods. Philip Moodley and Louise
Baloyi are the two training and development managers at Super Foods. Philip is responsible for the
following training activities:
• Determining Super Foods’ training needs
• Making administrative arrangements for the learners
• Determining whether the training programmes were executed as planned
• Drawing up a strategic plan for training at Super Foods
• Providing support for the achievement of objectives
• Determining whether the learning outcomes of training programmes were achieved
Louise assists with employees’ performance problems, shows a genuine interest in people and aligns
the HRD activities with Super Foods’ broad business plan. She also measures the impact of training
and development on the success of Super Foods, knows how learning takes place and provides the
company with guidance and leadership regarding training and development activities.
Louise wants to ensure that suitable personnel are recruited to successfully run the HRD department at
Super Foods and that all legislative requirements regarding training and development at the company
are met. She would also like to establish that Super Foods is able to adequately respond to continuous
change in the business environment and that personnel in the HRD department are adequately paid and
trained to perform their functions. Furthermore, she wants to make sure that suitable facilities are used
for the various training programmes.
Phillip and Louise are unsure about certain aspects relating to training and development at
Super Foods and have come to you, an external training and development consultant, for
assistance:
Please note that the author of this document will not responsibility for any plagiarizing you
commit.
Carefully read the case study below and answer the questions that follow.
TRAINING AND DEVELOPMENT AT SUPER FOODS
Mariana Kirsten started Super Foods, a food manufacturing company, in 2010. The company
specialises in frozen foods that merely require customers to heat and eat. Their products, which range
from savouries to five-course meals, are aimed at making food preparation easier for their customers.
They are also committed to providing quality products at a reasonable price. Super Foods started with
a very small shop in Durban. Due to the success of the company, Super Foods currently operates
across all nine provinces in South Africa. The company has a solid track record in providing excellent
products and services that meet the expectations of the clients. Super Foods’ overarching principle is
that each employee should have the opportunity to develop to his/her maximum potential.
Training and development of employees are prioritised at Super Foods. Philip Moodley and Louise
Baloyi are the two training and development managers at Super Foods. Philip is responsible for the
following training activities:
• Determining Super Foods’ training needs
• Making administrative arrangements for the learners
• Determining whether the training programmes were executed as planned
• Drawing up a strategic plan for training at Super Foods
• Providing support for the achievement of objectives
• Determining whether the learning outcomes of training programmes were achieved
Louise assists with employees’ performance problems, shows a genuine interest in people and aligns
the HRD activities with Super Foods’ broad business plan. She also measures the impact of training
and development on the success of Super Foods, knows how learning takes place and provides the
company with guidance and leadership regarding training and development activities.
Louise wants to ensure that suitable personnel are recruited to successfully run the HRD department at
Super Foods and that all legislative requirements regarding training and development at the company
are met. She would also like to establish that Super Foods is able to adequately respond to continuous
change in the business environment and that personnel in the HRD department are adequately paid and
trained to perform their functions. Furthermore, she wants to make sure that suitable facilities are used
for the various training programmes.
Phillip and Louise are unsure about certain aspects relating to training and development at
Super Foods and have come to you, an external training and development consultant, for
assistance:
