Analysis of Learning Culture Development at Blitzen Engineering

This report examines the development of a learning culture at Blitzen Engineering, an automotive component supplier facing challenges. The report begins by identifying learning and development issues within the company, including the need for employee training and skill enhancement, particularly for newly employed staff. It then explores the barriers to creating a learning culture, such as employee support, budgetary constraints, and the need for employee motivation. The report further analyzes the benefits of investing in workforce skills development, such as improved employee morale and operational knowledge, while also considering potential negative outcomes if skill development isn't properly aligned with employee needs. The study then presents different approaches to human resources development including the strategic HR framework, integrative framework, and human capital appraisal. Finally, the report suggests the human capital appraisal as the most effective approach for Blitzen Engineering. The report concludes by emphasizing the importance of fostering a learning environment to improve the company's competitiveness and achieve long-term sustainability.

DEVELOPING A LEARNING CULTURE AT
BLITZEN ENGINEERING

Table of Contents
INTRODUCTION........................................................................................................ 3
TASK 1................................................................................................................... 3
Learning and development issues rose in this case..........................................3
TASK 2................................................................................................................... 4
Barriers that might come up against the creation of learning culture at Blitzen. 4
TASK 3................................................................................................................... 6
Why might significant company investment in skills development across the
workforce be beneficial to employees? Under what circumstances might
investment in workforce skills result in negative outcomes for both workers and
the company?.................................................................................................... 6
TASK 4................................................................................................................... 7
Approaches to human resources development.................................................7
TASK 5................................................................................................................... 9
Advise the HR manager in following areas........................................................9
CONCLUSION.........................................................................................................11
REFERENCES........................................................................................................ 12

INTRODUCTION
Developing a learning culture in the organization requires much time and
efforts and it also needs to have skillful and competent employees that can aid
the organization to enhance the level of success and growth prospects (Uzun,
Karaaslan and Şen, 2016). Thus, in this context the present research study has
been focusing on Blitzen Engineering which is a supplier of automotive
components that is used to limited number of prestige cars manufacturers. Due
to several issues in the company, Blitzen Engineering is required to focus on
developing learning culture so that organizational challenges and issues can be
minimized.
In this context, discussion has also been included regarding skill
development for the workforce and how it aids in impacting the company on
different basis. Further, researcher has also mentioned learning needs of
workers of Blitzen Engineering and how such needs can be fulfilled. At the same
time, researcher has also discussed how such aspects could develop learning
culture in the organization.
TASK 1
Learning and development issues rose in this case
According to the case scenario, Blitzen Engineering have employed
several candidates which need to get training in several areas so that they can
contribute in managing company’s work processes. At the same time, it is also
essential for the employers to look upon the areas of training so that newly
employed people can get knowledge about learning culture (Papadopoulos and
Griva, 2014). Since, all the three placements students have no idea about their
profile; hence there needs to have learning session for them. In order to manage
the current business practices, it is essential for Blitzen Engineering to have
different projects; however one of the customers decided to put the supply
contract which was expected to get from last years.

Senior managers of the company are highly worried about this uncertain
future contingency which can also enhance threats of the business. This also led
the business towards resentment of employees and other losses as well. Thus,
currently varied problems have occurred in Blitzen Engineering. Apart from this,
the manager decided that skilled and competent employees are required so that
business can get back its position. Further, business needs to try harder to get
the contracts and also to acquire the attention of suppliers (Madi, Griffiths,
Rushton and Heneghan, 2016). This is the only way through which success and
long term sustainability can be accomplished. Further, Blitzen Engineering is also
having problems because within limited time period, the company has to focus on
technological aspects to develop its production capabilities.
Apart from this, problems are also arising in the realm of developing
learning culture where in talented, competent and innovative skill possessed
employees are required (Johnston and Cornish, 2016). The company aims to
focus on quality dimensions so that they can get supplier’s attention. Further,
problems are also arising because of unavailability of talented and competent
employees in the company. In the same respect, Blitzen Engineering has
decided to focus on quality facets so that attention of large number of customers
can be acquired (Limwichitr, Broady-Preston and Ellis, 2015). However, the level
of competition has also been increasing because overseas firms are grabbing the
attention of suppliers. The company needs to have a innovative culture so that
opportunities of success and market share can be enhanced. Further, the
business is also trying to create a learning environment so that new people who
have joined the company can learn the prospects of company.
TASK 2
Barriers that might come up against the creation of learning culture at Blitzen
At the time of adopting learning culture, Blitzen Engineering may face
issues because of several barriers and uncontrollable factors. Adoption of
learning culture in the organization requires much efforts and time and this states
that the business is putting more efforts in enhancing capabilities of employees

(Ishihara and Cohen, 2014). There are numerous barriers that might come up at
the time of implementing training session in the organization as employees might
not give support to the organization in terms of attending the same. Thus, in this
way it is clear that learning culture is concerned with numerous issues and
challenges. Culture shift seems to a major process which could lead Blitzen
Engineering to adopt several new practices. This usually requires more focus on
developing skills and attributes of the employees so that they can cope up with
the changes coming in the organization (Fullan, 2014).
Therefore, the basic barrier can be observed from the unavailability of
support from the employees. Thus, in this case problems may arise while
creating learning culture in the organization. Employees are required to attend
training sessions as that not only enhances learning culture; but also it enhances
efficacy of the employees. Moreover, it can also be said that problems may also
arise due to budgetary aspects as currently the business is having several
problems due to budgetary aspects (Cumming, Maxwell and Wyatt-Smith, 2016).
Similarly, lack of financial assistance may affect the entire procedure. At the time
of developing learning culture, it is vital for Blitzen Engineering to encourage
employees for the same; however absence of such thing can bring many issues.
Learning culture can be effectively created when the business has good
motivators and learners who can guide others. Looking towards the scenario, it
can be said that Blitzen Engineering has to emphasize on employee motivation
so that they can get encouraged to learn more. Since, new employees are
recruited in the business; therefore they need to get proper training so that they
can learn more (Coleman, 2017). In order to create learning environment in the
organization, it is essential for the business entity to focus on quality aspects so
that interest of suppliers can be acquired. However, Blitzen Engineering has to
develop quality products within limited budget; thus this would be a difficult task
for the business organization.

TASK 3
Why might significant company investment in skills development across the
workforce be beneficial to employees? Under what circumstances might
investment in workforce skills result in negative outcomes for both workers and
the company?
Blitzen Engineering is facing number of issues in context to job quality
which has impacted the performance and reduced the overall outcome. By
having an application of diverse new methods in context to skills development
the management is improving performance. With an application of skills
development techniques the business firm can have impressive level of success
because it advances the morale of workforce. Along with this, knowledge about
overall operations can be advanced in critical manner which also assist in
meeting objectives (Carles and Lam, 2014). Blitzen Engineering investment in
skills development also improves the understanding about methods through
which issues can be identified effectively.
Improvement in performance can be taken into account because better
strategies can be framed using developed skills. Time management skills can
also be advanced which assist in improving performance. Work efficiency of
Blitzen Engineering employees will also be boosted in desired manner. Such kind
of values will improve performance and reduce the work stress which is
beneficial for employees. Training not only provides the skills in a particular area
(Buckingham, 2013). By undertaking further training employees can build
networking, time management, communication and negotiation skills.
Other than this, it has been noticed that investment in skills development
might affect the business and employees in negative manner. If skills
development activities are not being developed as per need of employees then it
might affect the overall outcome. It is significant to ensure about employees need
so that strategies in respect to skills development can be taken into account
effectively. If business is using same level of skills development activities for
whole staff then it might also influence the outcome in negative manner (Fullan,

2014). It is because every employee need in respect to skills is differ according to
personal capabilities. It is not necessary that every employee requires same kind
of skills so management needs to ensure about the same. For example,
employees of Blitzen Engineering require different kinds of skills such as time
management, observation, assembling of parts, etc.
But company is focused towards communication skills development then it
will affect the outcome in negative way. It is because such kind of activity is not
offering development due to improper selection of need. Along with this, if proper
monitoring over activities is not there then it might also affect the performance of
both employee and organisation (Ishihara and Cohen, 2014). For instance,
company has introduced plan to improve skills but the monitoring is not proper
and employees are not getting involved in practice then it will affect business.
Thus, it can be said that creating learning culture is associated with risks and
benefits both; hence Blitzen Engineering is required to emphasize on all
associated aspects. This is not only crucial for organizational development; but
also it aids in developing competency of the workforce in varied ways.
TASK 4
Approaches to human resources development
Human resource development is systematic and planned activities that
design for enhance necessary skills to meet with current and future requirement
(Limwichitr, Broady-Preston and Ellis, 2015). In order to make effective results
and performances, there are different approaches that can be use at Blitzen.
They are as follows:
Strategic HR framework approach
In this approach business strategy, organisational capabilities and HRD
practices determines. This approach assesses organisational capabilities that
assist to accomplish goals and objectives (Duffield and Whitty, 2015). Framework
offers different types of tools and path to identify leverage position for ascertain
HR practices.

Integrative framework
This approach determines three paths in which HRD practices that
contributes to business performances. It includes building organisational
capabilities, improving employee satisfaction and shaping customer. As results, it
assists to the company for create positive results. This emphasize on focuses to
develop HR system for such development practices. As results, it creates
positive results at workplace (Limwichitr, Broady-Preston and Ellis, 2015).
Human capital appraisal
This approach is emphasized in 5 stages in management of human
capital. In this includes:
Clarification stage
In this stage the company clarifies different element for ascertain
profitability at workplace (Ishihara and Cohen, 2014). It assists to make effective
results and performances for certain results at workplace. In this way, business
will determine positive outcomes and performances.
Assessment stage
In this step, the company analysis their performances and relate it with
objectives and goals. It assists to make profitability and positive performances at
workplace for enhance developing results within the enterprise (Verma, Singh
and Rao, 2014).
Design stage
Design stage include different types of element through the company can
easily enhance operations and outcomes. In this way, HRD process can be
conduct within the enterprise. As results, Blitzen can create positive recruitment
and selection process.
Implementation stage
In this stage, Blitzen can implement solutions for assess the enterprise so
that recruitment and selection can achieve at workplace. With the help of
implement program, every business can enhance positive results (Duffield and
Whitty, 2015).
Monitoring stage

In this step, each performances and activity can be measure for enhance
business results and results at workplace.
From the above analysis, it can be stated that human capital appraisal is
the best approach for Blitzen. In this way, they can enhance performances and
outcomes for assess the business results at workplace. It makes more profit and
revenue through recruitment and selection process (Hollins, 2015). In this way,
appraisal can be made for each employee for ascertain effective business
results. As results, target can make that require for assess each person results.
In addition to this, with the help of appraisal of employee, can also link with
objectives which make profitability at workplace. This approach is rational which
appear to make popular which can also control for assess manager
performances. Appraisal system can also support management which can be
identified through development needs. Therefore, it is important to assess needs
of the company and then implement resources (Limwichitr, Broady-Preston and
Ellis, 2015). As per the competencies, role and responsibilities are divide among
people for achieve goals and objectives.
TASK 5
Advise the HR manager in following areas
Learning needs of workers at Blitzen
Prior implementing any method, learning needs of the employees should
be analyzed. Thus, managers must access all the areas that require training and
development. Afterwards, analyzing the same it is also crucial for Blitzen
Engineering to develop the employees as per the areas of requirements. This
way the organization can meet all the requirements of employee development.
Employee capability in coping up with the same shall also be accessed
continuously (Uzun, Karaaslan and Şen, 2016). Employees will require proper
training sessions so that they can focus on bringing quality aspects. Further, they
should also get assistance in the area of enhancing capability of production
department.
Appropriate methods of learning and development to met these needs

In order to meet the learning and development needs of the employees,
Blitzen Engineering needs to ensure that resources are properly allocated in all
business activities. Hence, there must be proper allocation of resources in
different aspects of the business (Papadopoulos and Griva, 2014). Apart from
this, learning and development needs of workforce can also be accomplished
through changing their job roles and responsibilities on frequent basis. Further,
learning culture should also be organized similarly so that employees can
contribute in enhancing performance of the employees.
The expectations and responsibilities placed on the different employee
groups at Blitzen for continuous improvement
New employees have been recruited at Blitzen Engineering; hence the
business owns several liabilities towards the employees. In order to facilitate
continuous improvement; it is essential for Blitzen Engineering to delegate duties
suitably to the employees. This will not only assist them to carry out their
activities; but also they will be able to add value to business operations (Madi,
Griffiths, Rushton and Heneghan, 2016). Nonetheless, for continuous
improvement, proper involvement of employees in development processes
should be facilitated.
How progress towards the development of a learning culture might be
assessed
This can be assessed through analyzing how well the employees are
performing and how much they are contributing in company’s growth and
success aspects. Since, the employees are new to Blitzen Engineering; hence it
is crucial for the management to conduct continuous monitoring and evaluation
so that capability of employees can be ascertained (Limwichitr, Broady-Preston
and Ellis, 2015). Further, interest of employees towards learning culture should
also be analyzed as that will assist in facilitating more development. This can
also drive the business towards innovation and creativity in the business
prospects. The outputs which the employees are giving needs to be accessed on
continuous basis.

CONCLUSION
Summing up the entire research study, it can be said that Blitzen
Engineering needs to focus on skill development aspect as that will only aid the
organization to enhance the capability of workforce. Employee capability not only
improves productivity and performance aspects; but also it brings opportunities of
success and growth. Henceforth, in this facet it can be said that investment in
workforce development can not only lead business to deliver effective services to
the clients; but also it aids in retaining market position of Blitzen Engineering.

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