1.What are the learning and development issues raised in this case?
2.What barriers might management come up against in the creation of ‘learning culture’ at Blitzen?
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?
4.Would a ‘one size fits all’ approach to human resource development at Blitzen be appropriate?
5.In the context of your answers to the above questions, how would you advise the HR manager on:
a.The learning needs of workers at Blitzen
b.Appropriate methods of learning and development to meet these needs
c.The expectations and responsibilities placed on the different employee groups at Blitzen as part of the drive for continuous improvement
d.How progress towards the development of a ‘learning culture’ might be assessed.