Human Resource Management

Human Resource Management
Human Resource Management is an essential undertaking that should be well managed by any organization since it dictates how an organization might run. The Human resource manager should always be proactive in every activity that takes place in the organization. However, there are some problems that always affect the management of human resource management and should always be focused in order to avoid irrelevant outcomes. The skills the employees have are some of the factors that can determine the performance of the organization since, best performance always attracts new customers
and retain the existing customers. On the other hand, the employee can decide to continue working in the company if they are well treated and their complaints are well and promptly responded to. Employees always prefer being appreciated and being recognized as being part of the organization. The hard work that the employees put in as an input into the organization productivity, should always be recognized in one way or the other. Currently, SEIIC lacks these approaches which make it lose employees which can translate the organization poor performance.
Current Approaches for Training
Training is a systematic development of knowledge, attitudes and skills that are required by an individual to perform effectively a given task or job. There different approaches involved in training that can be used in developing the skills and the knowledge of the employees. Some of this approaches include: interactive training technique, hands-on technique approach, and computer-based training approach.
Interactive training technique approach enables the employee to be engaged in a given task which makes them more receptive to new information. It incorporates open discussions among the trainees with the trainer. The approach also incorporates brainstorming which addresses any form of confusion. Interactive training approach also uses demonstrations. Demonstrations are powerful training tools as they involve the use of tools and equipment to showcase the steps being taught or the chief processes that are being adopted. This approach uses techniques such as case studies, questions, questions and answers session, role playing, question cards, and participant control. This training approach becomes even more interesting to the trainees because it is more enjoyable and fun to learn, as it involves employees to freely interact while still absorbing basic skills for better performance.   However, the approach can be ineffective if the trainer doesnt have a clear knowledge of communication and in an instance where the trainees are inactive (Gruman & Saks, 2011).
Hands-on technique approach focuses on the individual needs and it is less formal than other approaches. It involves coaching where the manager, supervisor or veteran employees act as the coach. It involves apprenticeship which gives the employees a chance to shape new employees and those employees who might be inexperienced, so that they can perfectly fit the existing and future jobs.  The advantage of the hands-on-technique is that they are applicable immediately to the employees jobs. Besides, they are also effective for training when it comes to new business equipment and procedures. However, the approach can be very disadvantageous when the coach lacks enough knowledge on the discussed area. This can cause a deficiency in productivity.
Computer-based training is one of the most used approaches that is currently used by many of the organizations in training their workforce. The approach is well facilitated with technological solutions which make it more effective in improving training process. The approach involves the use of multimedia training materials that provide video, audio, animations, stimulating graphics, and virtual reality. The advantage of this training approach is that, the employees can learn as much as they want at their own rate of understanding. Besides, they are easy to use and are cost-effective. However, there are some disadvantages that make the approach to be less effective. Some of these disadvantages include lack of room for clarification in case of confusion or misunderstanding (Hoekstra, 2011).
Bets Practice for Training
As much as the organization may want to educate and enhance the knowledge of its workforce, it needs to consider the best way to do so. Training method really matters since it determines how the employees will get the knowledge. Therefore, since SEIIC is involved with engineering processes in its operation, hands-on technique approach will be very suitable since the trainees will all be involved in the participation. Besides, the inexperienced employees will have more room to inquire for clarification in case of any confusion.
Performance Management Trends
Performance management is very important in an organization. It is the only way to keep track of employees output and find a way of retaining and recruiting suitable workforce. Some of the performance management trends include command and control, portfolio thinking, and multi-level evaluation. Portfolio thinking focuses on ones contribution, responsibility and value towards the organization. The approach needs technology-based knowledge management, personal coaching, and an environment that facilitates efficient communication. Therefore, this can help the organization to easily monitor the individuals performance hence easily monitoring the weak areas in the organization, and the weak areas of an employee. Besides, portfolio thinking makes one to efficiently gain the knowledge deeply since the coach interacts one-on-one with the trainee (Laird, 2003). However, this performance management approach is time-consuming and needs a well-educated coach of a given area. Besides, the approach requires a technology-based knowledge which can be a bit costly.
Command and control is a traditional type of performance appraisal that uses annual performance assessment so that an employee and the supervisor can have a mutual understanding and anticipation of what is to be accomplished and how they are supposed to do it. The approach also focuses on the employees development plan. The objectives should help the employee to understand that their responsibilities have a real part in making organization vision a reality. By focusing on the main competence, command and control exercises encourage leaders to focus on the direction that the organization has planned out through the core competence. Training prerequisites are identified during performance evaluation review period. This approach is very advantageous since it pinpoints the main things that need to be accomplished in the organization. It gives the employees a common purpose for their operations hence uniting their efforts into a common pool. However, the approach is conducted in annual basis which can accommodate several mistakes between the assessment periods. Different people have a different perception, therefore, the evaluation is subjected to individualism which can be either negative or positive, depending on how an employee himself versus how others perceive him/her.
The multilevel evaluation takes a number of forms which can be used to evaluate the performance of the organization. Some of these forms include multi-source feedback, upward feedback, 360-dgree feedback, multi-rater assessment, or peer evaluation. Basically, these terms define the processes in which the employees examine themselves. The rest of the evaluation evaluates them or they examine others. One of the approaches that are frequently used is the one employees receive a gap analysis stating how they understand themselves versus how others understand them in terms of behaviors and performance. Training requirements are recognized in the feedback process. Performance can therefore be easily monitored and managed basing on how effective communication network is upheld in the organization. A well-established communication network will facilitate good communication which will consequently be translated into good performance. Besides, this approach opens up the relationship and behavioral nature of the employees. It gives a gauge to measure how interactive and corporative the workforce are in a given organization (Gruman & Saks, 2011). Multi-level evaluation has its disadvantages too. Some of its advantages are that, employees might be reluctant in responding to their duties if the communication channel is not well defined. Besides, it is time-consuming and prone to distortion of information.
Performance Management Best Practice
Although all these trends have advantages and disadvantages, the organization has to select one performance management approach that serves the organization in the best way possible. Therefore, the best performance management practice that can be integrated by SEIIC is the portfolio thinking. Portfolio thinking involves personal coaching and an environment that facilitates efficient communication. Learning is made possible through communication and effective teaching methods. Coaching is one of the best and effective methods that can enable an employee to shape his/her ability in terms of being productive in the organization.
Career management
Adopting a standard set of organizational career management enables an organization to get support in terms of strategy consistency. These methods, opportunities, and activities practiced by the organization help the employees to meet or exceed their job description, requirements and achieve companys objectives. Some of the career management approaches include: plan development, reviewing career paths and ensuring succession planning.  Plan development includes three development objectives for an employees current or future roles, and a wide range of activities which enables it to achieve a given goal. The approach considers the strengths and specific areas of growth and development of career. For each goal, specific plans are designated as means to an end. The method is advantageous in that an employee can update the plan on a monthly basis to help the documented progress towards completion of a given task. Besides, employees might inspire to enhance their skills through presenting and listening skills. Development activities might include attending workshops, participating in the rotation and receiving mentorship. However, if the plan is not well designed, the development can be slow and unproductive (Gruman & Saks, 2011).
Reviewing career path is another approach that can be used in career management. Employers can inspire their workers to take new challenges by publishing and distributing company career paths. The approach is advantageous since it starts with jobs that involve administering benefits and payroll. The career path can diverge into specialized roles in training and development, employee relations or health and safety. Divergent paths lead to enriching experiences and rewarding work. However, career path review can be discouraging if the employees are rigid to change, or if the new path is not favorable to their personal needs in terms of safety and health.
Service and Retention
In order to satisfy customers, the organization has to know their needs and appropriately respond to them. Similarly, when customers get satisfied, they give encouraging feedback which motivates the employee. Achievement of the organization objectives acts as a motivating factor. Therefore, plan development career management can be the best practice in ensuring better delivery of services and retaining employees with high productivity.

References
Amaratunga, D., & Baldry, D. (2002). Moving from performance measurement to performance management. Facilities, 20(5), 217-223.
Gruman, J. A., & Saks, A. M. (2011). Performance management and employee engagement. Human Resource Management Review, 21(2), 123-136.
Hoekstra, H. A. (2011). A career roles model of career development. Journal of Vocational Behavior, 78(2), 159-173.
Laird, D. (2003). Approaches to training and development. Retrieved from http://books.google.com/books?id=N97CQgAACAAJ, 315.