BLITZEN ENGINEERING

Blitzen Engineering and an ageing workforce



Blitzen Engineering and an ageing workforce

Introduction

The paper highlights the aging issues that Blitzen is facing and outline the recommendation, literature review and proposal in addressing these issues.

Summary of Concerns

One of the major issues that the company is facing is that aging of the staff which exerts pressure on human resource to speed up their hiring processes. This is a concern of the company that within five to ten years the majority of the engineering department is likely to have left the company. Moreover, not much interest has been shown by the graduates to prefer engineering job; therefore, this is the issue of more demand and less supply (Newton, 2005, 11). The graduates who have acquired the engineering degrees and skills are highly prized in the banking and service and finance industry and Blitzen is competing in a competitive labour market where the best graduates are snapped up by large engineering organizations because of their ability to pay higher wages and offer a structured graduate development program.

Possible Solutions and Review of Literature

Blitzen needs to address these issues by seeking to recruit a number of engineering graduates. This can happen by recruitment fairs at universities, and newspaper advertisements. While aging is irreversible, demographic change will be less problematic if the measures put in place are appropriate. To address the labour shortage expected as a result of this change, the company must hire and / or retain older workers (Newton, 2005, 12). According to a study of retailing in the UK conducted in 2010, the potential pool to which retailers can use to hire workers is almost three times higher in the group older than 50 years in the group of 16 - 24 years. The potential is particularly large when one considers that, at existing the retail sector employs only 3 percent of the older group.

Social dialogue between governments, employers and unions could considerably facilitate the adoption of effective measures to improve the sector's ability to attract and retain workers of all ages in a highly competitive demographic context. This kind of dialogue is one of the fundamental principles that are crucial to ensure that measures taken in this regard are in accordance with the specific characteristics of engineering sector (McGovern, 2007, 10).

British sociologists seriously concerned about the situation, which soon may be in the country. Experts fear the phenomenon, already had time to get the name of the "greying workforce". At the same time, a threat does not just Britain, but also other countries of Western Europe, whose population is aging rapidly because of increased life expectancy. However, not all citizens, even the most thriving economies to spend days in his declining years, in peace and joy. The reason for this is a significant drop in living standards (McGovern, 2007, 10).

A British organization concerned with economic development and economic cooperation, recently released very intriguing information. The co-workers decided to investigate how serious the incomes of pensioners differ from the wages they received, as ...