Comprehensive Analysis of HRM Training and Performance Management

This report analyzes human resource management (HRM) practices within the context of training programs and performance management systems, using the Saudi Arabian Mining Company as a case study. The report begins by examining the effectiveness of training programs, referencing the seven conditions for learning and the six stages of training, and suggests improvements for enhanced outcomes. It then evaluates the company's performance management system, discussing the methods used for measuring performance, such as Management by Objectives and peer review, while recommending the inclusion of self-evaluation. The analysis integrates course concepts and articles on performance reviews and candor in the workplace, offering insights into best practices and lessons learned. The report aims to provide a comprehensive understanding of HRM strategies and offer actionable recommendations for improved organizational performance.

Running head: HUMAN RESOURCE MANAGEMENT 1
Human Resource Management
Name
Institution

HUMAN RESOURCE MANAGEMENT 2
Human Resource Management
Saudi Arabian Mining Company Training Program
Training is one of the most effective strategies used in the management and
empowerment of employees in an organization. It equips the employees with the fundamental
skills and competencies that they need to perform, improve, and meet the individual and
organizational goals. At the Saudi Arabian Mining Company, the employees often undergo
objective rigorous training programs whenever it is necessary to do so. The training in this
company is characterized by the conditions like motivation, support, reinforcement, engagement,
relevance, motivation, interest, and awareness (Cohen, 2017). All the employees who attend the
trainings have to be subjected to these conditions. The training program at the company is done
by following the right standard. It gives the employees an opportunity to get trained and acquire
new skills that can help them to improve the performance and become much better. During the
entire process, the following procedural steps are followed: 1) training development, 2)
definition of the objectives, 3) design of the training program, 4) adoption of training principles,
5) development of the program, 6) implementation process, and 7) evaluation of the training
program (Hanaysha & Tahir, 2016). Although each of these stages was followed during the
training, still some improvements could have been made to ensure that the program
accomplished its overall goals. Thus, I would recommend that the training program should have
been given adequate time to enable he trainers not to hurry, but to dedicate their time to impart
the employees with adequate knowledge (Culbert, 2008). I also feel that the effectiveness of the
training program could be enhanced by increasing the number of trainers and incorporating the
use of outsourced human resource consultants as well.

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Saudi Arabian Mining Company Performance Management System
Saudi Arabian Mining Company has created a niche as the leading mining company in
Saudi Arabia. The company has achieved a lot because of the brilliant and professional manner
in which it has been managed. The company has been managing its performance quite well. It
has a team of competent and experience managers who are dedicated, motivated, and passionate
about their work. The employees perform so well because they feel motivated to work hard for
the sake of accomplishing the organization’s goals (Kaur & Kaur, 2017). All the employees
perform highly since they have to aim high. The organization has raised the bar by setting up
high standards that each of the workers must meet for them to continue serving the company. At
the same time, the company supports the workers and motivates them as much as possible.
However, o determine the levels of performance, the management assesses the workers using
different strategies. Some of the performance measuring strategies so far adopted by Saudi
Arabian Mining Company, hence, include Management by Objectives (MBO), peer review,
graphic rating scales, and checklists. However, to improve the effectiveness of this process, the
management of this company should also embrace the use of self-evaluation (Rusu, Avasilcăi &
Huţu, 2016). It can give individual employees to measure their performance and get to know
their strengths and weaknesses (Welch & Welch, 2013). If this recommendation is adopted, the
company can improve the performance of all its workers regardless of their position because
each of them have important contributions to make.

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References
Cohen, E. (2017). Employee training and development. In CSR for HR (pp. 153-162).
Routledge.
Culbert, S. (2008). Get Rid of the Performance Review! The Wall Street Journal.
Hanaysha, J., & Tahir, P. R. (2016). Examining the effects of employee empowerment,
teamwork, and employee training on job satisfaction. Procedia-Social and Behavioral
Sciences, 219, 272-282.
Kaur, J., & Kaur, K. (2017). A fuzzy approach for an IoT-based automated employee
performance appraisal. Computers, Materials and Continua, 53(1), 24-38.
Rusu, G., Avasilcăi, S., & Huţu, C. A. (2016). Organizational context factors influencing
employee performance appraisal: a research framework. Procedia-Social and Behavioral
Sciences, 221, 57-65.
Welch, J. & Welch, S. (2013). Can you guess the biggest dirty little secret in business?