Human resource management at SEIIC currently faces several issues which affect the company’s development and level of competitiveness. Staff turnover, the lack of top talents, and bureaucratical complexities are affecting the HRM and becoming key obstacles to reassessing the company’s path. To respond to these issues, it is vital to look at performance, career management, and training trends. Paired with evaluating HRM trends, it will provide the possibility to be successful in the current market.
Training trends have constantly been changing in recent decades, responding to the working conditions. Continuous development is when learning happens all year long as opposed to taking place in a number of training and seminars. To increase their flexibility in the workplace, people are continually investing in their education. It is crucial to maintain staff skills because technological and other advancements happen quickly. This might make some workers feel overwhelmed, which would lower productivity. Experiential learning is another trend when employees come across real problems that are relevant to their work and try their best to resolve these fictitious but actual scenarios (SzelÄ…gowski & Lupeikiene, 2020). Quick thinking and critical analysis are both possible with this kind of education. It might also be the greatest choice for those who struggle with conventional training. On the other hand, in some jobs, this might be challenging to implement.
The final issue is mentorship, which is currently one of the top trends, and may also be helpful in the workplace. This approach can help lower employee churn, increase recruiting, and fill capacity gaps by matching seasoned employees with new team members through official or informal programs (SzelÄ…gowski & Lupeikiene, 2020). However, mentorship is simpler to implement in smaller businesses, but it calls for a huge expert pool in larger businesses. In the case of SEIIC, continuous development seems to be the best option since it allows constant development of the workforce. It gives the potential to acquire top talents within the collective, which will benefit the company.
There are a number of dominant techniques for performance management that SEIIC might find beneficial. The key tenet of current performance management trends is continuous feedback. It benefits the supply of essential real-time resources for development and improvement by altering your strategy to include more ongoing employee feedback and reviews. Everyone in the organization is more likely to comply with annual performance reviews and recognize the outcomes of fostering a culture of continuous improvement and growth (Gomes, 2020). However, some employees may object to this since it adds yet another layer of bureaucracy. Real-time usage data collection is another trend when organizations make data-driven decisions that optimize performance, motivation, and development in light of the fierce competition for the greatest talent (Gomes, 2020). By adopting this strategy, the company will be adaptable to employees’ requirements and execute communication in both directions rather than only from the top down. On the other side, gathering information about an employee is a sensitive issue that could make the team feel uneasy.
The emphasis on mental health, which has emerged as one of the pillars of performance management trends, should also be taken into account. Employers can use technology to carry on the discourse about mental health and incorporate it into their evaluation of employee performance. Many businesses incorporate wellness and mental health support into their methods of performance evaluation. However, because the expense of such procedures is increasing, this strains the company’s budget. The greatest strategy for a corporation in the instance of SEIIC would be to implement constant feedback and registration. This is particularly true for raising employee satisfaction and retention rates.
There are several career management trends that impact numerous businesses all around the world. First of all, technologies alter the nature of labor, which, however, does not imply that all jobs will be automated in the upcoming years. It is likely that artificial intelligence will be used to improve many procedures in some way. By incorporating it into their regular learning, organizations may get ready for automation and augmentation. Learning with bots and algorithms will help employees develop a new attitude and skill set, which is incredibly beneficial in addition to making them more at ease with the idea of automation (Verma & Gustafsson, 2020). As a downside, the rate and scope of technological advancement are causing talent gaps in many businesses. Another trend that has an acute impact on career management is globalization. Within it, organizations may foster diversity and productivity, which is advantageous for any business, by investing in chances to reduce bias and increase intercultural understanding (Verma & Gustafsson, 2020). However, many people lack a basic understanding of how globalization works, which leaves them anxious about their future.
Partnerships are another important trend in career management in the modern business world. The company assists clients in striking a balance between the requirement to ignite employee interest in the near term and the medium-term objective of establishing career boundaries (Verma & Gustafsson, 2020). Personalizing the advice and rewards a manager gives to the staff is crucial in this regard. Such interaction is advantageous for the company’s culture and growth. A potential drawback is a potential for communication to be disrupted, which might have major ramifications for the business. Due to its premise and relatively simple implementation, the partnership seems to be the best course of action for the treatment of SEIIC. The company will be able to exceed consumer expectations for customer service and improve staff retention by using this trend in career management.
References
Gomes, C. F. (2020). Organizational performance management: Trends, challenges, and solutions. Emerging Topics in Management Studies, 21(2), 167-188.
SzelÄ…gowski, M., & Lupeikiene, A. (2020). Business process management systems: Evolution and development trends. Informatica, 31(3), 579-595.
Verma, S., & Gustafsson, A. (2020). Investigating the emerging COVID-19 research trends in the field of business and management: A bibliometric analysis approach. Journal of Business Research, 118(1), 253-261.