HR personel

No 2. Application case. the mentorship program at TVH Group Thermote & Vanhalst is a global organisation that specialize in constructing and repairing FOLKLIFT TRUCK. the organization's expansion presents Paul Sander, HR Director at TVH, with a tough problem. it doesn't have a system to capture, store, and leverage employees' knowledge. there is a massive inflow of young people who lack technical know how, and specialized knowledge is lost when older employees leave the company. in order to deal with this problem, Paul Sander introduced a membership program. this program. this program helps older employees transmit their knowledge and know how to younger employees . Paul Sander realized that the transition to the mentoring system has not gone smoothly when he gets a letter from freddy Jacobs, one of his most respected employees. freddy challenges him saying, lately we are doing nothing but explaining work processes to the young guys, our own work has be put aside, and why? Moreover, the young guy at pre-packing has never seen a FOLKLIFT in his life, but he started off in charge of three older people. we have worked together successfully for more than 30 years, and i hope that you will deal correctly with this situation. after Paul Sander read the letter, he frowned experience workers were putting a lot of effort into teaching newcomers the tricks of the trade, but the older workers were now becoming upset because of the career opportunities given to the newcomers, Paul Sander believes that an insufficient transfer of knowledge is at the heart of many issues at TVH. How can optimize his system to manage knowledge efficiently? QUESTIONS A) If you were Paul Sander, how would you deal with the issues raised in the letter? B) What would make the mentoring program a success? how would you define success and failure? C) Under what circumstances would you choose these training process?