Economic performance level

Engineering has a significant contribution on the economic performance level of every country. The application of engineering is vital in the various sectors which are of great importance in the implementation and maintenance of the economic development activities. It is necessary for areas such as energy production and supply, health, transport, and communication (Donovan, 2011). Moreover, it plays critical roles in the transformation of the public health, banking, and public services, in particular through innovations which contribute to service delivery. However, there is a concern
of the shortage of the technical personnel’s due to the growing technological capacity.
The highly skilled talents comprise of the functional skills, its supply and demand continue to worsen due to technological advancement, this consequently affects the development of enterprises which majorly rely on these personnel’s for efficient service delivery. The issues in the current environment which affect the demand and supply of these technical personnel are;
The insufficiency of numbers, the proportion of the highly skilled staff is way less than the demand by the industries. There is a technological advancement of industries with each passing day. Thus, the growth and expansion of these industries require workforce with the necessary qualifications and skills to ensure effective service delivery of these sectors (Donovan, 2011). Therefore, the major industrial transformations face a challenge due to the insufficiency of the skilled personnel’s who are to fill the various resulting job positions.
Secondly, there is poor professional building capacity. The educational institutions are mandated to develop and produce persons who will meet the job market and efficient delivery. However, in the learning institutions, few individuals are motivated to venture into engineering. The resulting effect is, therefore, the growth of the industries but fewer entrants of the qualified personnel's who will fill the job market. Therefore, the high demand for the workers faces a challenge due to less supply from colleges.  These colleges thus fail to carry out professional building capacity consequently resulting in the failure of the institutions to develop their employee skills (Donovan, 2011).
The irrational distribution of technical personnel does contribute to the supply shortage at various industrial sectors; where the highly skilled are concentrated at the offices. The job inputs at the field which requires more labor will therefore not have an adequate allocation of manpower. As a result, job, performance will be affected due to the labor shortage. Moreover, the existence of a small percentage of the highly skilled also affects the market demand (Donovan, 2011). The contribution to this may be as a result of these personnel’s having done the course but lack the capacity to transfer theory learned into practice.
The industries demand for the technical workforce may be further affected by industries trend of outsourcing. The methodology of outsourcing has little reliability to the future of engineering workforce. However, the shortage of engineers has made it an alternative option. Moreover, the weak education system of a country may affect the qualifications of the skills of the graduates once they are in the job market (Donovan, 2011). These vocational colleges may be the determinants regarding the enrollment rate and thus the supply of the highly skilled talents.
These institutions experience a challenge due to high-cost requirements for investing in training highly qualified personnel. Therefore, in a relatively short period, it's hard to train large numbers thus affecting the market demand due to faster industrial growth. Finally, the supply and demand during the hiring can be affected by economic downturn, and this is an effect resulting from economic recession resulting to job scarcity. The preference of other options is fast taken into consideration, therefore, affecting the industry’s workforce. The retirement and migrations also contribute to the shortage of the labor force (Donovan, 2011).
The SEIIC should employ various initiatives to ensure sustainability of its workforce in the market. First of all, the organizations should establish a mechanism which shall focus on meeting the talents demands. The companies should focus skills retention, and this is achievable through satisfying their basic requirements such as the staff salaries as well as access to bonuses. The staffs will thus have personal incentives and will be in a position to deliver to the company efficiently (Donovan, 2011). Moreover, the staff retainment at these institutions will be high.
The company should further provide the employees with career development plans as well as promotions methodology, and the mechanism will provide the individual employees with incentives which shall motivate them towards productivity at the company, resulting in greater satisfaction at the workplace.
The company should coordinate with vocational institutions, whereby those in the process of acquiring the technical education should be given an opportunity to have an internship at the enterprise. The strategy will offer them guidance and support. In the process, they will have the experience which shall enable them to be resourceful once they complete their education (Donovan, 2011). The company should also play a role in social training through the establishment of the individuals with the skills, mentor them and eventually in cooperating them into the company and hiring them after their completion of education.
The SEIIC Company should seek to employ personnel’s whose input to the organization will ensure its stability and contributes to the growth of the company through the performance. Therefore, during their selection process, they should put into consideration the technical expertise of the employees. The new staff can be competent if they have done internships which provide them with the experiences and skills necessary for greater performance at the industrial (Donovan, 2011).
The company can also provide the new employees with a period of retraining at the institutions before they are fully employed. The process will enable the company to judge the performance of the individual employees before in-cooperating them to the system. Moreover, the process can make it possible to determine the best employee from a group who may possess equal theoretical capability. Therefore, ensuring the company remains with the best through the various stages of testing them.  
















Reference
Donovan, C. (2011). Meeting the Challenge: Demand and Supply of engineers. Improving the World through Engneering , 3-26.