Issues and Recommendations for Human Resource Management at Blitzen Engineering

Running head: Project Management

Project Management 1
Executive Summary
Blitzen Engineering is a company which deals with the supply of specialized automotive parts
manufactured as per the detailed specification suggested by the car manufacturers. The company
is continuously endeavoring to meet the expectations of the consumers by delivering the
components of high quality in shorter timespans. Despite its consistent efforts to attain
recognition and growth in its industry, it is facing a number of issues related to the internal
mismanagement of human resources and its failure to apply the strategies on its human
resources.
The MD and HR Manager is in constant discussion with each other and trying to resolve some of
the severe issues of the company. So, in this report, the issues related to the management of
human resource being dealt with by the company would be discussed along with
recommendations to resolve those issues.

Project Management 2
Contents
Introduction of the case study......................................................................................................................3
Analysis of the issues confronted by the company......................................................................................3
Analysis of the applicability of ‘one –size-fit-all ‘approach to human resource development at Blitzen
Engineering.................................................................................................................................................5
Recommendations to resolve the issues.......................................................................................................6
Recruitment, training and performance evaluation methods.................................................................7
Assessment of the progress towards the development of a ’learning culture ‘.......................................9
Conclusion.................................................................................................................................................10
References.................................................................................................................................................11

Project Management 3
Introduction of the case study
Blitzen Engineering is a supplier which deals in the automotive parts manufactured as per the
specifications advised by the car manufacturers of the area. It is famous for its delivery of high
quality components within shorter time periods. The human resources play an important role in
maintaining the current business contracts and winning the new ones by the company. The
knowledge and skills of the engineers working behind the scenes have contributed a lot to
making the company successful and highly competitive in the phase of rising competition.
But recently, it is facing some serious issues which are hampering its growth and developmental
activities. It has been found that the average age of engineers is 53 and there are no younger
engineers recruited in the company. Moreover, the skilled and senior employees have left the job
so there is an uneven distribution of skills and expertise in the organization. The HR Manager
and MD are in constant consultation with each other regarding the strategies to be adopted by the
company with more focus on areas such as workforce capability and production flexibility. So, in
this report, several issues confronted by the company along with the possible barriers which the
company might face in future while creating a learning culture would be analyzed. Furthermore,
recommendations and suggestions to improve the situation would be advised to the HR Manager.
Analysis of the issues confronted by the company
There are certain issues confronted by the company. It has been investigated that the average age
of engineers working at the company is 53 years and it has not appointed any workforce below
the age of 30 years. There are no younger employees working for the firm. The employee
turnover ratio is high and the new recruitments are being compensated by the two recent
retirements and loss of one senior engineer to the competitor firms.
As a result, there is an uneven distribution of skills, expertise and knowledge in the firm. To add
on to the misery, one of the important clients of the company has decided to end the supply
contract with the firm as the latter was unable to win the contract this year which was held by it
from the last five years. It had failed to win the contract as it was outperformed by its
competitors this time. This has increased resentment and hatred amongst the employees and they
blame the managements for not predicting the possible threat posed to the firm.