Strategies for Developing a Learning Culture at Blitzen Engineering

This report examines the development of a learning culture within Blitzen Engineering, an automotive supplier. It identifies key issues related to learning and development, such as self-centered attitudes and resistance to change. The report analyzes barriers to creating a learning culture, including limited resources, passive leadership, and resistance to change. It emphasizes the importance of investment in skill development, discussing the benefits of training and development programs for both employees and the organization. The report critiques the 'one size fits all' approach and advises the HR manager on addressing learning needs, selecting appropriate learning methods, defining employee expectations, and fostering a positive learning culture. The conclusion summarizes the key findings and recommendations for Blitzen Engineering to foster a thriving learning environment. The report is contributed by a student to Desklib to help students with their studies.

DEVELOPING A LEARNING
CULTURE

Table of Contents
INTRODUCTION..............................................................................................................3
TASK................................................................................................................................3
1.Learning and developing issues raised in case.........................................................3
2.Barriers which management face in creation of learning culture at Blitzen...............4
3.Investment skill development ...................................................................................4
4.One size fit all approach............................................................................................5
5.Advice to the HR manager........................................................................................5
a)Learning needs of workers........................................................................................6
b)Methods of learning and development to meet the needs........................................6
c)Expectations and responsibilities on the employees.................................................7
d)learning culture......................................................................................................... 7
CONCLUTION .................................................................................................................8
REFRENCES................................................................................................................... 9

INTRODUCTION
Learning and development is the basic thing which is to be done in all
organisation to provide their employees knowledge so that they can be able to make
their employees more knowledgable(Zimmermanand,.Schunkeds.,2011). the
employees should get the proper training, so that they can be able to understand things
which is going inside the organisation. Blitzen engineering is the suppler of the
automotive which makes the limited numbers of the prestige cars, there focus is mainly
on to manufacture the cars with the best qualities they provide to there customers. In
the below case the learning and developing skill are been explained, in that the
problems which are been occurred by these issues.
TASK
1.Learning and developing issues raised in case.
Learning and development is important as they help to ensure that the
employees on an organisation are able to carry out there roles which they are playing,
the training in any of the company is very necessary for the employees so that they can
be able to do the work perfectively but for the company to do their work effectively and

efficiently then they have to make their employees learn beyond their training process
so that they can be able to skill their employees and provide them lot of knowledge,
these things will help the employees to maximise their potentials and they will able to
provide the valuable resources to the organisation(Hollins2015). Learning and
developing can be beneficial for the organisation which will help them to compete with
there competitors and the employees and it will help the employees which will make
them gain knowledge and the skills and can get to know about the new techniques.
Training only is not necessary for the employees and the organisation to grow but it
needed many more things, the messages which is given to the employees in an training
period that will be delivered to them as they want to convey them( Bouded., 2012). The
issues which came in Blitzen company is like, self- centred attitudes among there
employees while their training times. In training they have to listen and to be dependent
to everyone so the self-centred attitudes of there should be kept in side other wise that
will make problem. The other issues is that the people who are working in the
organisation from some time and they had been fixed there way of doing the work, so
while the training they will not like to make changes in their doing of the work they will
feel that they are been trained because they do not know to work, so it will effect on
their working conditions.
2.Barriers which management face in creation of learning culture at Blitzen
There are many barriers which an organisation and employees can face while
creating the learning culture in Blitzen. It is important to overcome the barriers so that
organisation can make there growth. Some of the barriers which comes in the
organisations are:-
 Limited resources:- after the training they employees as to do it practical to
make it understand clearly but they did not get anything to do because of the
limited resources of the organisation has to increase their resources or they
should make better use of the resources available to them(Buckingham2013).
 Passive leadership:- there should be equality in an organisation so that no
conflict can come in between them all, head member do not ask the hard
question to themselves and no one else try to question them so it is important to

ask the questions to each members and to discuss then things related to the
organisation.
 Non- learning culture:- In organisation no one wants to learn they only need
praise, reward, promotions. All individual wants to get the success in individually
not in team. So this can make barrier in learning they do not want to learn
anything they just want to work as they know to do.
 Resistance to changes:- the people in organisations specially working from
some time does not want to make any changes in doing their works they only
need to work as they had been set to do, so these are that people who do not
need to work in different ways and not like to learn new
technologies(Škerlavaj.,Songand Lee, Y., 2010).
 Selective attention:- This barrier is occurred due to not paying proper attention
the things which are going on. All people are different they think differently so if
they will not pay attention on the training then will understand one thing in
different ways.
3.Investment skill development
It is important to develop the skills, it is good to do the training process in every
organisation so that it will help the employees as well as the organisation to grow well. If
the training is been given to the people then it can be done better, the development
skills must be developed in the organisation so that all can be able to make organisation
grow well. There should be an training and development in organisation so that the
employees can be able to know about the new techniques and the technologies, if it is
not been done then the organisation can not grow in the way they has to, because the
development program can make many changes to make developments. It will help
employees to get proper knowledge and proper ideas to do there work(Joo., 2010).
While the training and development skill are important in an organisation, but it
can make negative impact from it, employees and the workplace can be also effected
by it, if there are no proper tools to do the development plan then it can make bad
impact on them. And maybe the ways in which it is been conducted is not liking by the
employees, they want the proper environment to learn and do work if it is not there it will
make issues for them to do work. Some of the employees like to do the work as they do

so they do not like to do the changes in it, and they do not comfortable with the changes
and with the new techniques.
4.One size fit all approach
In each and every organisation there many people working in one place, in
Blitzen there are also many peoples working over there and all employees are of
different ages and different minds and categories so all have different type of thinkings
and ways of doing work. After giving the training and doing development while they do
their work then also they do according to there skills and abilities. No one can have the
same qualities and abilities and the ways of doing things all do according to themselves.
So forcing to make all the human resource same will no become successful, the
different ideas and different thinking will make the organisation grow one ideas, ways,
abilities only make one decisions if there are many different ways to do the same work
are available them it can be more helpful to the organisation to make the proper
growth(Jooand Park, S., 2010). If one size fit all approach will implement in the human
resource of Blitzen then it will only give loss to the company because the company is
running good and had getting popularity from their talented engineers who are working
very hard to make the unique products if they will do work in same way then there will
be no unique thing will create and no customers get attracted to the company. So it is
necessary to have different types of people and different minded people in an
organisation to get new and better ideas so that they can make unique production. One
kind of people together can make many types of different things different types of
people can make different things and innovative things.
5.Advice to the HR manager
HR manager is that person who makes the plans and use to manage the other
human resource of the organisation and take actions which are related to the human
resource. They are the developing stone of the organisation. They are involved in
training, compensation and benefits, recruitment, employee and industrial relation, etc.
they are link between the organisation and the employees.

a)Learning needs of workers
Learning can be very much beneficial for the employees of the organisation, it
helps to make there work better. The individual should learn to work together rather
then doing individually it can be helpful in decision making or to make the work more
effective(Hwangand Chang,2011). There are many benefits of learning which will help
the employees in doing there work:-
 It can make increase in the productivity, profit and efficiency of Blitzen.
 It can improve the mindset of the engineers of the company.
 They can be able to develop the sense of the ownership and the accountability.
 There will be a culture of knowledge of inquiry and sharing.
 The engineers will get the abilities to adopt the changes.
b)Methods of learning and development to meet the needs
Learning and developing is necessary for Blitzen company to make their
company get more profit then before, for using this methods firstly it is necessary to
create an learning culture in the workplace so that the employees can have the learning
mind so it will not be difficult for that people while learning program. It is important to
use the learning culture in Blitzen company. Methods of learning and development:-
 Recognition to learning:- if any of the employee learn successfully the new
skills so their abilities should be recognized and the others should be
encouraged which it. And they should give the employees something which will
motivate that employee and others also to do better always(Kesslerand and
Bikowski., 2010).
 Promote from within:- the employees should get the encouragement within the
organisation first, to have employees for the training is one of the advantage of
the company which are ready for the big roles. They have to be encouraged on
each step and should offer them the internal job posting to make them gain
more knowledge.
 Develop knowledge and information sharing into a formal process:- if the
employees share the knowledges and the information then it will make more
encouragement, while sending the information formally then it should be made

sure that the peoples who are needed to transfer the information had got it
properly.
 Formalize training and development plan:- if the organisation needs to do the
training and developing plans in then they have to make the proper plans so
that it can be done without any problems and they can be able to influence their
employees to take part in learning and developing, because it is beneficial to the
employees also. If the plan is been made by taking the advice of the employees
and as per their views also then it will be more effective and they will like to take
part in learning happily(Cseh and Davisand Khilji., 2013).
c)Expectations and responsibilities on the employees
As the supervisor is the boss of the workers, the employees listen to there
orders, instructions. The growth of the supervisor is been seen by the preference of
their employees. Functions or the responsibilities of the employees are:-
 They have to plan the things which they has to do.
 They have to do the work in an proper time and should make it efficiently.
 They has to do the work according to the procedures.
 They should be able to use the tools and equipments and has to be
knowledgable about the new techniques.
 They should try to solve the problems(Cseh and Davisand Khilji2013).
 They know to maintain the relationship among themselves.
 They should follow the rules and regulations.
 Employees should take part in every activities as possible so that they can be
able to take the proper knowledge of the things. It will help to make the company
grow.
 Employees has to make the proper use of the resources which are available to
them.
d)learning culture
Learning culture is the group of the organisational conventions, values, practices
and the processes. These help in the encouragement to the employees and to the
organisation develop the knowledge skills, if Blitzen company encourages the learning
culture then it will make the organisation to do in habit of continuous learning. Learning

culture is beneficial for the employees to learn things more effectively. Has the
enterprise environment rapidly changes. the company feel pressure to learn faster
from their competitors. The competitor company is always two step further. It is
important to make an learning culture in the company because it helps to make
development in the company(Learning Culture for the Improvement of your
Organization.2017). Blitzen company should make the learning environment in
company to make the employees learn more from it. the learning culture will help in
doing the work more better, the employees can be able to gain the proper knowledge
about each and every thing and by getting the proper knowledge they can be able to
make the companies benefit, the company will get the proper work because the
employees then able to do with the new techniques and can be able to use or operate
the new technologies which are been introduced in the market. This method can help in
competing with the competitors and to go further then them, and can innovate new
products which the customers can be more attract with. There are some ways from
which the development from the learning culture can been identified are:-
 By providing the learning culture in the company will help in getting the
knowledge of each and everything which is been required by the company to
have with their employees to do make the growth of the company It can be
identify that from these program employees are getting benefit or not by
measuring their performance if it is been increased then it will be very much
beneficial for them.
 It can also be measured by the growth of the organisation if it makes growth to
the company after been processing the learning culture in the organisation,
because it will help the organisation to develop there performance .
CONCLUTION
It is been concluded from the above case that the Blitzen company is supplying
the best and unique quality products which is been given to the customers and they are
also liking it. The company is having the best engineers from the competitor also it is
their advantages and because of the employees this company is surviving, so this
company should mainly focus on the employees and provide them the things which are
required to them and should make learning and developing programmes in the office to

make the employees get the proper knowledge and can be able to know about the day
to day inventions so that they can be aware of it and learn to make it use. And in the
company there should be an learning culture so that employees should be in habit of
learning the new things every day and can cooperate among themselves, it will also
make increase in the knowledge of employees and by that the company will get the
profit.
REFRENCES
Books and journals
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and performance. Taylor & Francis.
Hollins, E.R., 2015. Culture in school learning: Revealing the deep meaning. Routledge.
Boud, D. ed., 2012. Developing student autonomy in learning. Routledge.
Buckingham, D., 2013. Media education: Literacy. learning and contemporary culture.
John Wiley & Sons.
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culture and innovations in South Korean firms. Expert systems with applications.37(9).
pp.6390-6403.
Joo, B.K.B., 2010. Organizational commitment for knowledge workers: The roles of
perceived organizational learning culture. leader–member exchange quality. and
turnover intention. Human resource development quarterly.21(1). pp.69-85.
Joo, B.K and Park, S., 2010. Career satisfaction, organizational commitment, and
turnover intention: The effects of goal orientation. organizational learning culture and
developmental feedback. Leadership & Organization Development Journal.31(6).
pp.482-500.
Joo, B.K and Shim, J.H., 2010. Psychological empowerment and organizational
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Hwang, G.J and Chang, H.F., 2011. A formative assessment-based mobile learning
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Kessler, G and Bikowski, D., 2010. Developing collaborative autonomous learning
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Cseh, M., Davis, E.B and Khilji, S.E., 2013. Developing a global mindset: Learning of
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Online
Learning Culture for the Improvement of your Organization.2017.[online].Available
through.<https://www.trainingindustry.com/workforce-development/articles/creating-a-
learning-culture-for-the-improvement-of-your-organization.aspx>.[accessed on 15th April
2017].