Qno01- 1.

“Why do you think that Hansen Construction has increased its

investment in learning and development activities despite the tough
economic climate?” (25 pts)

Answer: Because their employees will be more skilled and

knowledgeable to handle the tasks set out, and this promotes more
sustainable growth of the company. Despite the tough economic climate,
learning and development will help Hansen employees to have similar
knowledge and skills needed to complete tasks, and this promotes more
productivity secondly, it breeds more innovation, and the nature of firms
today must be reliant on creativity and innovation to have a sustained
growth, as this will help create new ways of becoming successful
furthermore, investing in this will enable Hansen to minimize any weak
links, because construction is all about a collective unit rather than
individual performance in completing tasks.

Qno02- “What do you think is the reason of introducing the new performance
management system (to identify training needs) that focuses on individual
performance and the competencies behind that performance at Hansen? (25 pts)
a. Are there any benefits associated with this approach?”

Answer: This system will be crucial in setting personal goals and

objectives and is more effective because it tracks the understanding of
individuals and their areas of improvement. Rather than continuing with
the traditional classroom settings mode of performance system,
individualized performance management system will be imperative for
the reasons below
1. it promotes better coaching, because since employees have
different needs, their challenges and objectives are different
2. feedback can be given with more effectiveness, because employees
could focus on areas where they need improvements made and liaise
with the management and supervisors
3. it will ensure Hansen employees are able to set their own pace and
direction, because they have different learning capabilities
4. furthermore, it promotes the foundational talent knowledge
through understanding individual abilities and skills

Qno03- “Describe some of the training methods/programs used at Hansen.

(25 pts)
a. Explain what is the reason of introducing the ‘bite-size’ training
program delivered by site managers at Hansen?
What are likely to be the benefits of it?”

Answer: He training program is more flexible to the training needs of

the managers and the Hansen employees the critical benefits include.
1. the modern training requires shorter training sessions, and this
program ensures that there is development of short sessions that are
effective and promote more understanding of the learners
2. there is more flexibility, in the context of employees being
equipped with the skills and competencies that are directly linked to
their line of work
3. it integrates modern innovation well, such as connecting mobile
devices with the training needs, and this promotes better understanding
of the skills and expertise

Qno-04 “Describe how Hansen has decided to change the way it evaluates
learning and development program. (25 pts)
Explain the reason behind.”
Answer: Because of the increased diverse workforce that requires other
methods of training, rather than the traditional individual based method
some of their employees have different training needs, as a result of their
diversity and individual differences, and this has enabled Hansen to
change their mode of training in order to incorporate all the needs also,
the workplace dynamics are changing, in relation to technology and
innovation, as well as the recent change of working from an individual
based perspective to a group-based perspective, and this has required
new interventions for them to be successful.

Qno-05 BONUS: Do you agree with Hansen Construction’s decision to invest

in Training and Development even though the economic crisis made so many other
companies to cut the funding for training and development? Explain
Answer: In my point of view Hansen Construction’s decision about
investment in “Training and Development” is good for company
reputation. According to this case Hansen Construction investment in
“Technology based learning” a well good decision for employees
because who a learn new software which is mostly required for current
market. Each company want to upgrade their employee’s skill through
new training event and polish the skill of workers. Mostly companies are
successful with help of employee’s skills because who upgrade their
employee’s skill and these employees use their skill for company favor
and achieve their goal or target. So, Hansen Habib must be investment
on employees training because Hansen must be upgrade their
employee’s skill. Then employees will be performed a well good job and
motivate to customer and fulfill their requirement about needs.