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Team Leader: The Roles And Responsibilities

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Team Leader: The Roles And Responsibilities

Team Leader: The Roles And Responsibilities

If you are a team leader, you must possess different characteristics and traits to handle your team correctly. Leaders are expected to be treated with respect and encourage their members with the job and training. Furthermore, the leaders may execute different roles because of the project’s variations or group that they are managing. The strategies that leaders implement can create an impact on the project’s success. 

 

To know the different roles and responsibilities of the leader, here are the characteristics that you have to know. 

The Roles Of A Team Leader

A team leader is somebody who supervises the usefulness of a workgroup by giving direction and guidance. As a leader, you can have numerous jobs, including:

 

  • Goal maker: You ensure that every member of the team will achieve the goal. 
  • Strategist: You will determine what strategy or approach will reach the project’s goals. 
  • Supervisor: You are in charge of regulating all exercises inside the group.
  • Organizer: You must maintain the project’s structure and take care of the important papers. 
  • A great communicator. Communication is important to disseminate clear and correct information among the team members. Also, it can help you build a strong bond with your team members. 

 

Furthermore, the team leader is expected to perform these roles to help the company and its members to grow.

The Responsibilities

The leader’s responsibilities include critical thinking, enhancing every member, and decision-making. If you are a team leader, being clear and aware of your responsibilities is needed in order to perform your duties effectively. 

1. Be A Coach Of Your Team

A leader is not just a leader; he/she is also a teacher and coach who teaches his/her members towards their project’s success. With the leader’s guidance, the member will be able to perform well and demonstrate the strategy correctly.  

 

2. Be A Skill Enhancer

Experiencing conflict within a team is normal, especially since every member has their own personalities and opinions. Hence, the leader is responsible for resolving the issues of the members. It is better to settle the problems before it affects the work. You can resolve the problem by listening to both sides and giving unbiased opinions or offering them a solution that is the best for the two sides. 

3. Determine Goals And Assess Improvement

Assessing objectives and goals and deciding how the group will achieve them can avoid confusion in the team. It helps each member to build a clear idea of what to look forward to in the project. On the other hand, assessing the improvement can determine what strategies are effective.

4. Settle Conflicts Among Members

Experiencing conflict within a team is normal, especially since every member has their own personalities and opinions. Hence, the leader is responsible for resolving the issues of the members. It is better to settle the problems before it affects the work. You can resolve the problem by listening to both sides and by giving unbiased opinions, or by offering them a solution which is the best for the two sides. 

5. Organize The Team

The productivity of the team depends on the members who are working towards the goal. The team’s leader needs to organize a meeting and discussion to clear and set the project’s goal. Also, communication is the best thing to do to clear out the issues in your team.

Conclusion

Every individual can be a leader, but only a few can be effective. Always remember that being a team leader is associated with different traits and responsibilities, including having a leader’s mindset to achieve and succeed with the project’s goal.  

 

 

 

Logistics Headhunter: Is It Important?

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Logistics Headhunter: Is It Important?

 

In the logistics business sector, it is not uncommon to detect symptoms of mismanagement and integration of supply chains, such as increased inventories, bottlenecks, losses, returns, losses, waste of time, among others. That usually reflects bad practices and a lack of technical knowledge or management skills among those who manage these chains.

To improve the performance of supply chains, various initiatives must be implemented, such as reengineering of processes, implementation of technological systems, design of integration strategies, among others.

However, all the previous measures require having professionals and technicians who have the knowledge and skills necessary to operate them successfully. Otherwise, the investment of time and money will yield little or no results.

Key HR Challenges In The Logistic Sector Of Every Company

The challenge is that the current supply of personnel with adequate supply chain training is minimal and usually with high turnover. The vast majority of educational institutions have limited themselves to offering supply chain programs only as a diploma and master’s option, omitting the structuring of the university and technical training programs at the bachelor level aimed at the management and operation of logistics.

Additionally, many of the university plans are misaligned to the current needs of companies and are based on outdated bibliographies, in addition to being primarily theoretical and not involving new technologies.

Therefore, the low generation of professionals and logistics technicians with adequate knowledge is a complex problem that, to solve it, requires joint actions by both the government and educational institutions and by private initiative through their areas, from Human Resources.

Expected Qualities of a Logistics Professional

Being a logistics professional requires a series of multidisciplinary knowledge in technical, economic, customs, technological, and interpersonal skills, which requires a good education and training program.

Operating a logistics network that today is strongly linked to suppliers and customers from other countries, and whose infrastructure uses technology (equipment, hardware, and software) also from other nations, undoubtedly requires command of English.

Role Of The Human Resources Area In The Development Of Human Capital

KPMG carried out the Rethinking Human Resources in a Changing World study, which gathered the opinion of 412 executives from organizations belonging to various industrial sectors, of which 37% are at the managerial level. Among the results, it is highlighted that 81% of the survey participants think that the management of human capital is a critical factor for the success of a company. However, only 17% believe that its human resources (HR) area has Sufficient effectiveness to attract and retain it.

In this sense, one of the challenges that organizations face is how to find talent when, in principle, it is scarce. Sometimes the problem starts when the profile of the supply chain executive being sought is not clear, which causes HR to obtain incorrect candidates.

It is necessary that the HR area, together with the areas involved, define, document, and understand the profiles of the positions associated with the supply chain, indicating the requirements in educational training, technical knowledge, skills, experience, salary, etc.

Will a Headhunter Help?

Once the companies are clear about the profile to look for, the next step is to locate and attract it. In this sense, organizations can no longer wait for the potential candidate to look for them. Now, they must also have a more proactive role in their monitoring, not only through traditional channels such as job offers pages, but also through networks like headhunters to conduct the recruitment activity.

What Challenge Comes Next?

Even if headhunters help to recruit top talent, another challenge for organizations is to retain it. According to a KPMG study conducted in 2012, the retention of skills and experience within the business will be the main activity to which the HR areas will focus on the following three years.

According to the study, 90% of the interviewees agree that loyalty represents up to two-thirds of the equation of the success of a company. So, it is worth noting that a committed employee can be between 27% and 37% more productive on an individual basis than one who is not.

To promote talent retention, it is vital to have an entire structure that supports employee development and stability. Within this structure several items are included, some are:

Excellent Work Environment (Without Discrimination, Harassment, Bullying, Among Others): The leading companies in talent retention have reporting lines, as well as 360 ° and organizational climate evaluations (evaluation of the boss, colleague, and subordinate on the evaluated) that allow them to monitor areas of opportunity in this regard periodically.

Balanced Workloads: Leading organizations, sometimes supported by specialists, perform resource utilization analyzes to identify areas of under or over utilization.

Career And Training Plans: It is considered as good practice that the employee has clear visibility on the future professional options and the company providing the employee with the means to develop the skills and acquire the knowledge required by the position to which they aspire to be promoted. The above through internal or external courses (continuing education and/or postgraduate).

Fair Compensation Schemes: People must be rewarded for their skills and results. An estimated seven in 10 employees value cash income but appreciate the recognition of their work, training, stability, and the future.

Innovation With Remote Work Schemes: 50% of companies have adopted a virtual or out-of-office work model.

Companies not only have to encourage the incorporation of students to carry out professional internships, social service, or as interns but also to change the focus of the use of human capital in these initiatives.

It is not uncommon to find fellows or interns in companies doing activities that do not add value or are not related to their area of ​​study. Sometimes, companies and the students themselves see in these activities, rather than a degree requirement, an opportunity for learning and training that benefits both the student and private initiative.

Final Words

The recruiting of talented human capital is, without a doubt, one of the critical elements to carry out the logistics transformation that most companies require to compete internationally. These talent hunt can be carried out by headhunters who find specific top individuals that are the best fit for your company.

Supply Chain Recruiter

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Supply Chain Recruiter

 The supply chain management is the heart and soul of any company. Be it manufacturing or packaging or retail industry, supply chain is a critical component of every business. Every supply chain is a network of multiple related channels of operations like purchase, production, transport, warehouse, inventory, etc.

With ecommerce taking the market by storm, supply chain management is experiencing a shortage of skilled, talented manpower at all levels.The demand for supply chain managementexecutives is growing but specialised and experienced professionals are hard to find. In short, there is a dearth of accomplished and competent manpower in the supply chain management sector. To fill this gap it is essential that a proficient supply chain recruiter is engaged to hire such manpower.

Supply chain recruiters are not just head-hunters, they are analysts too. Supply chain recruiter must predict the supply chain market developments and source candidates matching the profile. Talent supply chain management recruiters must have a sound knowledge of the supply chain management process. They must be active, responsive and must possess thorough knowledge of the supply chain management process.

Requirements of a supply chain recruiter

  1. Process knowledge: A supply chain management recruiter must know the supply chain process on his backhand. Every supply chain is different. They differ in size, complexity and execution. Different supply chains require different proficiency of operations. A supply chain recruiter must recruit candidates not only on the basis of skills and qualifications but also on the basis of job quantum that the candidate has handled. For this, it is essential that the recruiter is well aware of the entire supply chain cycle and related channels associated with the supply chain.

 

  1. Assortment: Supply chain management requires manpower at all levels. From entry level workers to managerial positions, a single supply chain needs discrete individuals for carrying out different work. The man force at different levels need specific skills to run the supply chain smoothly. The supply chain recruiter must be able to source candidates at all levels from junior to senior ranks.

 

  1. Industry updates: With everything getting automated and majority of the tasks carried out by artificial intelligence or with the internet of things, it is necessary that the recruiters keep themselves abreast with the supply chain market developments. They should hire manpower that are tech savvy and trained in the latest technologies being used in the supply chain industry.

 

  1. Cost efficient: Supply chain costs can be a real burden on the business if the system is not strategically aligned. The recruiter must not only be efficient but he must also be cost effective. Due to scarcity of subject matter experts in the supply chain domain, the recruitment cost can upsurge if the jobplanning and allocation is not done properly. The supply chain recruiter must be able to identify the areas in the supply chain which require full time employees and which require part time employees and also areas that can be outsourced to a third party agency to reduce expenses.

 

The supply chain plays a decisive role in meeting the market demands and delivering the goods on time to the user in the right condition. The right candidate at the right place at the right time can make the right difference for your business. So, choose your supply chain recruiter wisely.

Internet of Things For Gen X, Y & Z

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Internet of Things For Gen X, Y & Z

Compasses, maps, and telescopes – There is a time when a voyage by land or sea from one part of the world to another was a miracle. There were explorers who made history by traveling from one continent to the other. This voyage would take months or even years to reach completion and they returned home, if luck favored, like heroes. Back in those days, it was indeed a difficult task, and thanks to the generations that passed by, we are now in a supreme position to enjoy these routes in ways that would have been unimaginable to the founders of these maps. Now, what are we talking about?

Traveling by sea in the morning or night is going to happen, but we are living in a generation where the math of people traveling around the world is a crazy number that’s beyond counting. Change is everywhere. Normal mails have turned into emails. Bazaars have turned into online marketplaces. It’s a time where we send products through or to different parts of the world for personal and business reasons. All over the world, the products are shipped and sold all over the world. Globalization has taken the world by storm and is happening at home, abroad, and almost anywhere with just a touch of the phone. We spoke to each other and where we reached, Where’s the process of getting things from A to B for business reasons. But the way this process comes to life is a subject of wonder. It has clearly outgrown the thoughts and imaginations of all the visionaries of the past. It is growing faster than ever.

Time to learn the craft

To the elders above fifty years of age, the internet and social networking are still big news. It’s novel to them. The generation in the making is different and simple internet operations are becoming obsolete soon. GenX and Z wants to make the chain efficiently and to use the chain of logistics. When we take a look at the Internet of Things and its positive trajectory, the need to adapt and be prepared becomes clearer.

Internet of Things

Everything with an on / off switch is part of an interconnected network. IoT, in a nutshell, is a collection of interconnected physical devices that can monitor, exchange, and report data. It sounds like its simple, and it is it. But the mechanisms involved in it are not. The well-knit unit has a particular style of its own and one that goes entirely with the knowledge of how to operate the systems in a working environment that depends entirely on IoT. When we think about the Internet of Things, it’s just about a working space that’s completely filled up by machines and AI. The IoT thus includes people using devices to operate, to complete the circuit of communication between man and machines.

IoT devices usually use sensors for measurement. They have a system in place to check some important parameters. The devices measure, like, location, temperature, humidity, light levels, movement, handling, speed, efficiency factors, error probabilities, and other environmental factors. The list has everything in it, and it is true!

Part of The Change That’s Spreading Everywhere

Industry 4.0 is underway and there is no reason to be shocked to see such developments around us. The current trend of automation and data exchange in manufacturing technologies is termed as Industry 4.0, and this includes cyber-physical systems, cloud and cognitive computing, and the Internet of Things. The revolution intends to foster a smart factory. There are modular factories who can take decentralized decisions. This may pose a serious threat to the working people in the world, but it’s hard to stop the revolution when it’s already in full swing. Like a popular saying in the Malayalam language in India, “Naadodumbo naduve odanam”, which means when the country is progressing and moving forward in full swing, we have to catch up with it, or we want loose sight of the future. The developments in industries like Logistics and supply chain management does not mean people are about to lose their jobs. It simply means that GenX, Y, and Z have to be flexible and ready to learn, adapt and move forward because, in the path of innovation, conventions do not stand a chance. The Fourth Industrial Revolution is already happening, and countries like Germany, Canada, Japan, Australia and Switzerland are already in the race. From a period where someone crossed the sea to the first time, to a time where a wristwatch reaches the customer by sea or air – all, using a phone – So, you can imagine the pace at which developments are happening in the world. It simply means that GenX, Y, and Z have to be flexible and ready to learn, adapt and move forward because, in the path of innovation, conventions do not stand a chance. The Fourth Industrial Revolution is already happening, and countries like Germany, Canada, Japan, Australia and Switzerland are already in the race. From a period where someone crossed the sea to the first time, to a time where a wristwatch reaches the customer by sea or air – all, using a phone – So, you can imagine the pace at which developments are happening in the world. It simply means that GenX, Y, and Z have to be flexible and ready to learn, adapt and move forward because, in the path of innovation, conventions do not stand a chance. The Fourth Industrial Revolution is already happening, and countries like Germany, Canada, Japan, Australia and Switzerland are already in the race. From a period where someone crossed the sea to the first time, to a time where a wristwatch reaches the customer by sea or air – all, using a phone – So, you can imagine the pace at which developments are happening in the world. and Switzerland are already in the race. From a period where someone crossed the sea to the first time, to a time where a wristwatch reaches the customer by sea or air – all, using a phone – So, you can imagine the pace at which developments are happening in the world. and Switzerland are already in the race. From a period where someone crossed the sea to the first time, to a time where a wristwatch reaches the customer by sea or air – all, using a phone – So, you can imagine the pace at which developments are happening in the world.

IoT in supply chain

IoT is part of the industrial revolution that’s taking the world by storm. It’s an effective way to track and authenticate the logistics and supply chain using the latest technologies. Connectivity through IoT brings in data that can be turned into useful information. Good information can help in a better way. When the supply chain is monitored, it will surely be a spike in efficiency. If you look at the possibility of changes, it will help you get the system much faster. When this information is processed, the data transfer is digitally sped up, and the time required to make it will be short. In a nutshell, it wants to be enhanced operations like never before.

IoT wants to uplift the standards of the industry. Supply chain monitoring, vehicle tracking, inventory management, safe transportation, and automation.

What changes here?

It’s automatic: It’s all about the next levels of operation. The plant machinery can be started and stopped automatically according to changing demands. There is more. The fleet activity can be monitored and factors like fuel, time-consuming, and power can be saved.

Minimal downtime : From critical machinery, the status and trend of operations and efficiency can be monitored easily. This means the problems on possible outages can be easily detected. When we can make repairs in minimal time, chances of downtime are less as well. If failures of machinery are detected, then the preventive maintenance can be done with only a low impact on production and logistics.

Asset tracking : Bar codes and tracking numbers were the standard method of operation throughout the supply chain. But with IoT, these methods have become outdated. When there are more methodical and safer systems in place, why should we stick to the older methods? There are sensors that make a difference in these departments. Radiofrequency Identification and GPS sensors have the capacity to track products from store-to-store. Even the most intrinsic details of the system can be captured through this. Temperature, amount of time spent on a cargo, and how long it takes to get it off the shack are that can be procured in a flash. It’s like the raw materials and finished goods can speak. Through the interconnected network, it is easy to read the book like a book.

Vendor Relations: The number of products in stock is the next buy for any company. Asset tracking becomes important because it allows the companies to tweak their production schedules. This, in turn, helps in maintaining healthy relationships with vendors. Technology plays an important role in the value of a company’s products and services, but suppliers are the key players here. In the hierarchy of returns, it is one of the most important levels to be derived from the business. When you have higher quality goods, better relationships can be maintained with the customers. The monitoring of these goods can be done effectively using IoT.

Predictive Analysis : When large amounts of data are collected about the supply chain, the chances of improvement are more. Gone are the times where a simple excel sheet will do the tally on inventory and products shipped or received. With a decentralized system that helps to efficiently monitor the goods and services of the organization, chances of error are less. Supply chain executives have the onus of taking fast and tough decisions here. Chances of human error are more. With IoT, this becomes much easier. The executives can use the information and easily come to conclusions. This will mitigate risks and improve the time-to-productivity ratio of the employees and the company at large.

Time management : Self-driving vehicles and drone delivery are part of the family already. It’s certainly exciting, and moreover, it helps in saving time. The predictive analysis of data, asset tracking, and automation of the machinery saves a lot of valuable time for the organization. From fleet management to warehousing of the products, IoT plays an important role here.

Growing Opportunities in Supply Chain

We are witnessing a massive expansion in trade. The logistics and supply chain is undergoing a revolution. Who wants to have a career in this industry. According to trade experts, there are millions of jobs to fill in the years to come. By 2020, over 70% of the companies in the world want to use predictive analytics, and wearable technology in their supply chains, predicts Deloitte. In this field, what is the best way to do this? Trade analysts have made the estimate that by 2020 the number of interconnected devices will fly up from 20 billion to a staggering 40 billion in total. The global spending on this area can touch $ 6 trillion, predicts Business Insider. This shift wants to have a huge impact on the roles and skill sets required for the candidates in the near future. This means that the organization wants to look for candidates with a complete understanding of the emerging technologies. They should possess the ability to assimilate technological advances and try to improve the value of the supply chain.

Headhunters

However, there are probabilities for the talent gap in the market as well. The hiring of candidates can indeed be a difficult task. Telematics, Warehouse Management software, Workforce management software, and knowledge about other IoT devices and applications – It is not easy at all. Someone who has decades of experience in the industry wants to be flexible enough to try and adapt to these changing environments, or it is tough. One can either survive or thrive. Similarly, we should understand that when you are in a fortnight, what are you waiting for backstage? It’s huge!

From Cyber ​​Security to knowledge, the team members should be well aware of everything inside an organization. A candidate for a career in the field of supply chain and logistics should possess all the new gen techniques and skills, and not just conventional knowledge from textbooks. There are identification sensors, proximity sensors, detection sensors, and temperature sensors in IoT. Name it, and you have it.

As there are automated machines and advanced monitoring systems, the chances of error are less. From an employee’s point of view, it can be easy too, because the IoT ensures fewer probabilities of error. But on the other hand, then it will lead to more problems. This is where Headhunters enter the picture.

Internet of Things For Gen X, Y & Z

Why Headhunters?

Nothing is old school anymore. The quality of most of the operations in this world is on the rise. We are not dealing with conventional techniques on building, research and development anymore. In a world that’s changing with passing days, everything is new. To be able to catch up with such advancements, headhunters wants to be more helpful. They can help the candidates in getting sufficient training. This will help you stay competitive in the market.

For an employer, there is no time for trial and error. There has to be precision. An organization wants their employees to know about everything that happens within the company. Work is divided, but when there are innovative developments happening every day, it is often hard for the candidates to catch up with new knowledge. With headhunters in place, error probabilities are less. There are special recruitment agencies who deal with IoT and specialize in big data. When a candidate gets trained, it becomes beneficial for both the employee and the employer.

These experts who are specialized in the end-to-end supply chain make a big difference in the efficiency of the organization. Ranging from Chief Supply Chain to Logistics Management, they train and help in hiring the best.

How to Choose a Good Talent Firm?

A firm that helps in recruiting candidates should have a good amount of experience within their team. They should have a deep and broad supply chain recruiting experience, with the ability to understand a company’s supply chain. This will, in turn, ensure the identification and commitment of the right talent based on the client’s criteria.

There are different types of organizations and each one wants to have their own working model. There are candidates in search of jobs after they graduate. The training required for each of these candidates will vary. From a candidate’s point of view, if they are beginners. Even if the candidates have the experience, they need to be in the right environment. A talent organization ensures that the candidate’s expectations are fulfilled. On the other side of the coin, a person hunting for a job can land at the right spot!

Change is the only constant and dreams are the designers of everything that changes around us. In a rapidly progressing world, challenges are huge, but they can be dealt with in style if you have the right frame of mind to learn, adapt and improve at each step of the career. Here with IoT, the entire working formula of the organizations and business enterprises are about to change. Fast your seatbelts, because a revolution is on the way.

 

 

 

 

 

 

Understanding the Relationship between Human Resource Management (HRM) on Supply Chain Management (SCM)

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Understanding the Relationship between Human Resource Management (HRM) on Supply Chain Management (SCM)

While supply chains have been playing a crucial role in several industries for many years, it is only in the past few years that supply chain management (SCM) has been treated as a separate strategic branch which can be improved to benefit businesses.

As soon as SCM started receiving its due importance, there began a search for the factors that affect supply chain and its functioning. While factors like inventory control, product design, industry standards, procedure costs, and distribution strategies were some of the few that were initially discovered to abundantly impact SCM, human resource management (HRM) is the latest to join the list.

While there have been a few studies done in the past to understand the impact of HRM on SCM, the research by the Department of Business Administration of University of Barcelona, Spain, clearly pointed out the relationship between the two.

The purpose of the study was to understand the impact of HRM on SCM which in turn also impacts organizational performance (OP) and customer satisfaction (CS), factors which play an important role between SCM outcomes (SCMO) and HRM.

The study used the previously validated structural equation model (SEM) which is based on five attributes including SCM implementation (SCMI), HRM, organizational performance, customer satisfaction, and SCMO. A survey was conducted on the basis of this model and 231 responses were recorded.

The study confirmed the significant impact that HRM, directly and indirectly, has on the SCMI and SCMO. Overall, the study suggests that successful implementation of SCM can not only help improve SCMO directly but it indirectly also increases OP and CS.

These findings make a very strong case for organizations to apply proven HRM practices to their supply chains to improve SCM to an extent where it starts functioning as a competitive edge. While businesses never thought of SCM as something that could be impacted by HRM, understanding the relationship between the two is simpler than it looks.

Working of a Supply Chain

If the complicated terminologies are sidestepped for a minute, supply chains are nothing but people. The entire chain is a group of organizations which work in downstream or upstream flows of services and products to deliver the final product to the customers.

This ‘group’ of organizations can be within a single company where delivery or supplies and production of products occur or can also be a very complex network of 3rd party suppliers, distributors, sales outlets and service providers. SCM aims to enhance the overall performance of the supply chain along with that of individual firms.

While several organizations have now started recognizing how important SCM is, most of them are yet to understand the fact that successful SCM relies on the people who are part of the supply chain. It is on the basis of the efficiency of the members of the supply chain that the supply chain would function.

There are already several studies that have confirmed that impact of HRM on the performance of the employees. The same practices can be adopted by the human resource department for the people who are part of the supply chain to improve their efficiency and performance.

From recruiting and selection, training and development, to compensation and incentive there are several practices in HRM that can be successfully used to improve the overall SCM.

If all of this is to be said in simple words, it basically means that the performance of the supply chain relies in the hands of people who are part of the chain and HRM is an efficient tool to improve the efficiency of the supply chain members and ultimately improve the supply chain and overall functioning of the organization.

 

Understanding the Relationship between Human Resource Management (HRM) on Supply Chain Management (SCM)

 

Improving Customer Satisfaction with HRM

While the positive impact on SCM through successful HRM practices is clear now, how the same can also help in improving customer satisfaction as the University of Barcelona study suggests?

This relationship too if pretty straightforward. Supply chains are only as strong as their weakest link. For instance, let us assume that you run a business in the USA and import products from China. You’ve selected an exporter and have successfully moved the products through customs and then to the distribution center sooner than expected.

But what if the distribution center delays the delivery to the customers? Your customers would surely be unhappy and this means that the supply chain of your company has failed. It is not difficult to understand that the retail industry relies mostly on customer satisfaction. In other words, the success of your supply chain has a deep relation with how happy your customers are.

So, you see there is an indirect relationship between HRM and CS too. With the help of successful HRM practices, you can improve your supply chain which in turn will help you improve customer satisfaction. There are a few time-proven ways in which supply chain can be improved for better CS. Some of them are-

  • Selecting the right transportation partners
  • Improving logistics planning
  • End-to-end supply chain analysis
  • Using technology for improving visibility and tracking inventory
  • Linking back-end and front-end deliveries
  • Measuring supply chain performance on a consistent basis

While all of these steps revolve around SCM, HRM is indirectly involved in implementing them and making sure that they deliver the expected results.

Conclusion

HRM was always considered a strategy of managing the workplace culture and environment. It is with the help of studies that its impact on other crucial business processes has come to light. With businesses now focusing on SCM to gain a competitive edge, improvements to HRM seems to be an efficient way to directly improve the supply chain and gain added benefits with respect to organizational performance and customer satisfaction.

With the rising competition across every industrial sector, businesses are now searching for innovative ways to improve their performance. Working on SCM is a new and effective way to not just bring more transparency to the business practices but also improve your reach through better customer satisfaction.

Even the traditional HR practices like recruitment and planning, training, and performance appraisal can be applied to the supply chain in order to attain larger benefits which would help organizations gain significant benefits over time.

 

 

 

The Similarities between Human Resource Management and Supply Chain Management

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The Similarities between Human Resource Management and Supply Chain Management

Human resource management is an effective management of the workforce in an organisation. This is the backbone of any business that gives it a competitive edge over others. The quality and productivity of the workforce determines the progress and sustainability of the business. A human resource management system is very similar to a supply chain management system because human resource management handles a chain of inter related departments with diverse job responsibilities working with an aim to achieve a common objective.

Recent times have noticed great developments in the supply chain industry in terms of automation, cost cutting, software aided operations, automated vehicles, etc. The introduction of these new concepts can be beneficial for the Human Resource department too. There is a lot that the human resource management system can imbibe from the supply chain management system.

Supply chain management system works on modularization. This means that the links within a supply chain management are commutable, interchangeable, compatible and exchangeable. The supply chain management system cannot allow any breakdown in the movement of goods and services. Similarly, the human resource management system must also incorporate the concept of modularization in their workforce. This will enable the human resource management system to ensure a continuous flow of workforce and prevent scarcity of manpower. Just as the demand for products is a regular affair so is the demand for talented manpower.

It has to be kept in mind though, that no matter what, humans and products cannot be equated in the same manner and so, the principles and metrics of supply chain management may not necessarily fit in to the human resource management system. The human resource management system will definitely hold its own defined techniques, procedure and practices. The modus operandi is bound to be different for both the systems. However there are certain common modularization practices that the human resource management system can incorporate in its operations:

  1. Outsourcing: Supply chain management involves a lot of channel or outsourced partners. Many HR functions can be outsourced too. Third party deployment can be done for security services, housekeeping, web development, etc. Even a part or all of the hiring requirements can be outsourced to job consultancies.

 

  1. Automation:

    Video Interviews or Interactive Voice Questionnaire can be used to select and filter candidates in the first round. This increases the efficiency of the operations, minimises biasness and saves time on the part of the recruiter. Automated mails can be used to notify candidates about job openings and also to share feedback of the interview to the candidates.

 

  1. Creating Human Inventory:

    Most job openings witness a large number of applicants compared to the number of vacancies. As a result, many good candidates are waitlisted for the next opening. These waitlisted candidates can be kept as reservoir or human inventory. A human inventory will consist of a pool of shortlisted applicants who are qualified and suitable for future openings. This minimises time and effort of the selection process.

The Similarities between Human Resource Management and Supply Chain Management

Every process is unique in its own way. We can derive many useful concepts for every process, be it supply chain or manufacturing. These concepts can be further modified and modulated into process specific approaches and used for overall growth of the business.

Role of Human Resource as compared to Supply Chain Management

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Role of Human Resource as compared to Supply Chain Management

Contrary to normal perception, human resource (HR) is not simply a people-facing function. It’s has a lot in it to be considered as a core-competency in any business. But for some reason, most businesses are yet to realize the full potential of the HR function.  Very often HR fails to get the due credit or empowerment necessary for it as the business is not clear as to what should be expected of it. Because of this lack of clarity, HR is entrusted with unrealistic and unaccountable goals at times and hence, HR seems to be at the receiving end of all the blames and troubles.

Additionally, the quality of talent in HR functions is also not up-to-the-mark. This is expected as they have been brought up on seemingly unclear norms and expectations. As a result, they have not been able to clarify their position or articulate their contribution to the business.

The HR functions in a supply chain industry face a similar fate as well. Here we will discuss how crucial role the HR function can play when it comes to the supply chain processes-

 

  1. Supply of raw materials – We know that it is the duty of the SCM function to take care of the sourcing of and bringing in raw materials. In a similar way, it is the duty of the HR function to bring the best available talents required to operate the business appropriately. HR will partner other departments to ensure that all the important processes are in proper order before the final assessment and selection are made by the functional department. HR does the critical task to ensure that a standard and well-developed capability is followed across the organization and talents are hired through a consistent assessment process. Also, HR needs to ensure that the actual cost of hiring is strictly within the established benchmarks.

 

  1. Transition from raw materials to finished goods – SCM does the work of bringing in the goods and forwarding or making them ready for the next process. Similarly, it is the job of an effective company management to make sure that every employee receives the inputs in a proper way so that he can perform to the best of his ability. Thus, he can contribute to the organizational growth as well as grow himself, in conformity to the culture and values of the organization. This role of the management is overseen by the HR function as it performs the role of the manager to each and every employee. HR keeps an eye that a well-defined and clear process prevails in the organization and every manager is skilled and competent enough to understand this. HR does this by preparing periodic MIS on the health/performance of the talents in the organization and that of the organizational processes as well.

 

  1. Conscience keeper  -HR plays another vital role in keeping the conscience in an organization. It keeps a proper check on whether the operations of a business are consistently conforming to its values or not. It has to stamp its authority and raise alarms if the culture is not supporting to the strategy or there is a deviation from the mission & vision of the organization. In this role, HR needs to work in close collaboration with the top management (CEO and other leadership teams) and must tell the truth in an unflinching and ‘no-nonsense’ manner.

 

  1. Quality assurance and quality check – In a supply chain business, it is in the scope of the SCM to ensure a proper quality assurance and quality check before the goods are forwarded to the next step. In a similar manner, the HR team needs to establish if the entire system of processing the input to output is conforming to the prescribed designs and expectations or not. HR needs to wear the ‘hat ‘of a quality checker at some critical points in the business processes. Also, in collaboration with the managers, it needs to play an important role in quality assurance as well, in order to raise the level of capability of each individual.

 

  1. Taking care of the transactional metrics – Just like every function in an organization is responsible for some core activities assigned to them, the HR team is also accountable for some unique activities. It is their responsibility to keep the compensation benchmarks in an organization up-to-date as per industry standards and ensuring seamless implementation of transparent and consistent policies across the organization are just a few of them. Of course, their functions are multi-dimensional and are not limited by the boundaries of their core competencies.

 

The SCM can benefit by applying the HRM practices in it

From the above discussion, we have seen that there is a definite similarity between the SCM and HRM functionality. In fact, the SCM can apply HRM best-practices to better manage their activities.

 

  1. Use of HRM practices can unify the supply chain

 Various factors such as the globalization of the supply markets, product proliferation, shorter product life-cycles etc have made business environments extremely complex. HRM practices can unify supply chain partners to develop inter-farm relationships and create valuable knowledge-sharing routines. In this way, they can have a more streamlined and coordinated supply chain and gets that much-needed competitive advantage.

 

  1. Better use of ‘people’

The supply chain is a complex network of service providers, raw material suppliers, distributors etc and the success of this network depends heavily on the achievements of people involved in every step herein.

The HR practitioners have put in place effective processes and practices that can improve the performances of the ‘people’ and the firm as a whole. These can be implemented in a supply chain to achieve its ultimate objective- to improve the performance in every step.

 

  1. Availing benefits of HR strategies

A traditional HR strategy refers to developing flexible systems involving HR practices to promote the business strategies of the organization. Application of these strategies in a supply chain provides broader benefits such as better management of SCM partners, better prediction of labor demand/supply across the supply chain and many more.

 

 

 

 

 

 

 

 

How to attract supply chain employers through social media profiles

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How to attract supply chain employers through social media profiles

In today’s world, we cannot imagine our lives without social media and recruiters are no exception as well. Recruiters spend enough time on social media like most of us do and they use social media platforms (in addition to job portals) to search qualified individuals for various openings in the supply chain portfolio.

This is the reason why it is imperative for you to have a strong presence on multiple platforms in order to enhance your chances of being spotted on the next drive by supply chain recruiter. You should make it a habit to use social media for your own professional networking and try to present yourself as a consistent ‘brand’ by optimizing your profile.

Here are a few tips to do so in an effective way-

  • Have your photograph taken by a professional and use as your profile picture in all online platforms
  • Make sure to use the same handle, name or description across all

your profiles on the social media. For example, if ‘SCM Expert’ is your handle, make sure to place it in all your profiles. If anyone searches for ‘SCM Expert’, your profile stands a good chance of appearing in the first page of his search.

  • Do set a ‘Google Alert ‘on your own social media accounts to find out what potential recruiters or employers would find if they go through your profile. If you can spot anything negative, correct or delete that piece of information from the profile so that it cannot be obtained through an internet research.
  • Make sure to use SCM centric keywords with your profile. Identify some of the most used search terms that may be linked to your supply chain qualifications, experience or skill set and incorporate them into each one of your online profiles. For example, if your expertise is in logistics, you may very well include keywords such as 3PL, transportation, intermodal, warehousing and so on.

While doing so, do make sure that there exists a natural flow of these keywords and it does not look to the reader that these keywords are ‘stuffed’ in an attempt to improve the search rankings.

With such a method- your profile stands a very good chance of getting a higher ranking when a recruiter is going through a targeted search for qualified candidates on Google or Linkedin and with a certain keyword or skill.

 

Some top social platforms for recruiters to search for supply chain talent.

 

LinkedIn

It is one of the most widely used platforms used by recruiters to search for supply chain talent. Recruiters search for parameters such as years of experience, degrees, skills and other specific keywords and look for potential candidates suitable for their requirements.

In order to obtain maximum benefits, you need to have a complete profile and need to be participating actively in this platform. You may do the following things to show up on the radar of a recruiter-

  • Comment on articles, contribute to discussions and engage in posts. In this way, you can gain the attention of potential employers and will be able to build your own network in a foreseeable future.
  • Update your profile on the setting “Open for new engagement/opportunities”. It will invite SCM recruiters to have a look at your profile as they would be aware of the fact that you are looking for new career opportunities.
  • You should follow the potential organizations you want to work for.It will keep you posted for news items or new job postings for these organizations.
  • Include yourself in a sizeable number of LinkedIn groups, more precisely, in popular SCM LinkedIn groups.

 

Facebook

Though Facebook is more popular as a personal or recreational platform to associate with family members and friends, it also provides a useful opportunity for professional networking.

Here are some tips for you to attain maximum advantage from this platform-

 

  • Complete the education and work sections of your profile so that potential employers may find it easy to know more about you.
  • Include yourself in groups related to your industry and experience. You may join facebook groups such as ‘Logistics and SCM professionals‘, ‘SCM Jobs ‘ and so on.
  • “Like” the pages of your potential employers, target companies or supply chain associations in order to keep track of their news, job postings, related contents, and suggestions.
  • Make it a point to ‘clean’ your profile and remove inappropriate or negative images and posts that could air a negative impression about you.
  • Be a regular part of the new job posting platform launched by Facebook.

 

Twitter

 

It is another important way to keep track of news and views about the constantly evolving supply chain industry as well as the new job openings. Here are some tips for you to attain maximum advantage from this platform-

 

 

  • Include important keywords( to highlight your expertise) in the Twitter bio to be more discoverable to your potential employers.
  • Tweet or retweet regularly about news and topics related to your functional area.
  • Use catching hashtags like #logistics, #supplychain, #manufacturing, #procurement and so on.
  • Try to follow each and every company on your target list. Some companies maintain separate Twitter handles for tweeting about their upcoming jobs. Always be in touch with these as well.
  • It is another good idea to use trending social media tools such as Hootsuite. This will help you automate your tweets so that you can optimize your presence on such social media platforms.

How to attract supply chain employers through social media profiles

Websites/Blogs

Blogging is a great way to let your thoughts known to the world.  You can express your views or thoughts on topics related to supply chain and highlight the professional skills in an opportune moment.  You can make use of WordPress, the widely used blog hosting site. It includes a lot of plug-ins to help you create a highly optimized site.

 

Conclusion:

By nature, the supply chain industry is built on relationships, networks, and communication and, being ‘social ‘ is the key for you to make inroads and be successful in this industry. Therefore, it is key for you to recognize and use the enormous potential of social media to meet the demands of this evolving industry.

 

Talent Supply Chain Management

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Talent Supply Chain Management

As there is a regular demand of goods and services in the market, so is the demand for talent or as we may call it – the human capital in the industries. The demand for human capital is consistent and unending. It is inexorable that companies maintain a regular inflow of talent into their system. Talent sourcing or talent supply must be done at a proactive level. If not done so, it will lead to a lacuna in the human capital of the company which may take ages to be filled. This will eventually lead to an inconsistency in running the operations of the company.

Just as a supply chain management provides timely delivery of goods and services, similarly a talent supply chain management is the network of activities that ensure timely availability of human capital to the company. Organisational needs are dynamic and keep on changing day by day. The workforce is changing too and companies now face an ever increasing gap of skilled manpower. The growing commercialisation and shortage of talent will have a severe impact on the global economy if it is not prepared for in advance.The principles of supply chain management can be utilised in the talent management system to anticipate and meet the human capital demand.

How to build a talent management supply chain

  1. Creating a resourcing strategy: The first step in creating a talent supply chain is to plan a sourcing strategy. You need to identify the kind of human capital that your business will require. Then you need to divide the workforce requirements into categories such as full time, part time, third party associates, etc.

 

  1. Look what’s inside: The next step in the talent supply chain is to identify the talent that you already have within your organisation. They may be working in different units, sectors but they may have the skills and expertise that you require in the upcoming days. Your internal manpower assets can be identified with the help of internal assessments and job rotations.

 

  1. Create an inventory: You may regularly come across candidate profiles that are immensely good but you do not have any relevant opening to fit them in at that time. It is a best practise to maintain a database of such profiles as your human capital inventory. This inventory will be highly useful at the time of workforce crisis and will save a lot of your time and effort.

 

  1. Human Capital development: Sometimes what you seek may be obtained by training your existing employees. This enables the business to grow along with the growth of the employees. Your business get the benefit of upgraded skills with the existing experience of your team.

 

  1. Research& Redesign: It is essential for every business manager to keep updated with the market trends with regard to workforce. Redesign your team by shuffling jobs or training them to meet your business needs. Change is imperative in ever business.

Talent Supply Chain Management

Most of all, it is necessary that you have a futuristic outlook when planning for your manpower requirements. It is always better to keep a few extra helping hands handy for any exigency that your business may ?.

Supply Chain Recruiter

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Supply Chain Recruiter

The supply chain management is the heart and soul of any company. Be it manufacturing or packaging or retail industry, supply chain is a critical component of every business. Every supply chain is a network of multiple related channels of operations like purchase, production, transport, warehouse, inventory, etc.

With ecommerce taking the market by storm, supply chain management is experiencing a shortage of skilled, talented manpower at all levels.The demand for supply chain managementexecutives is growing but specialised and experienced professionals are hard to find. In short, there is a dearth of accomplished and competent manpower in the supply chain management sector. To fill this gap it is essential that a proficient supply chain recruiter is engaged to hire such manpower.

Supply chain recruiters are not just head-hunters, they are analysts too. Supply chain recruiter must predict the supply chain market developments and source candidates matching the profile. Talent supply chain management recruiters must have a sound knowledge of the supply chain management process. They must be active, responsive and must possess thorough knowledge of the supply chain management process.

Requirements of a supply chain recruiter

  1. Process knowledge: A supply chain management recruiter must know the supply chain process on his backhand. Every supply chain is different. They differ in size, complexity and execution. Different supply chains require different proficiency of operations. A supply chain recruiter must recruit candidates not only on the basis of skills and qualifications but also on the basis of job quantum that the candidate has handled. For this, it is essential that the recruiter is well aware of the entire supply chain cycle and related channels associated with the supply chain.

 

  1. Assortment: Supply chain management requires manpower at all levels. From entry level workers to managerial positions, a single supply chain needs discrete individuals for carrying out different work. The man force at different levels need specific skills to run the supply chain smoothly. The supply chain recruiter must be able to source candidates at all levels from junior to senior ranks.

 

  1. Industry updates: With everything getting automated and majority of the tasks carried out by artificial intelligence or with the internet of things, it is necessary that the recruiters keep themselves abreast with the supply chain market developments. They should hire manpower that are tech savvy and trained in the latest technologies being used in the supply chain industry.

 

  1. Cost efficient: Supply chain costs can be a real burden on the business if the system is not strategically aligned. The recruiter must not only be efficient but he must also be cost effective. Due to scarcity of subject matter experts in the supply chain domain, the recruitment cost can upsurge if the jobplanning and allocation is not done properly. The supply chain recruiter must be able to identify the areas in the supply chain which require full time employees and which require part time employees and also areas that can be outsourced to a third party agency to reduce expenses.

Supply Chain Recruiter

The supply chain plays a decisive role in meeting the market demands and delivering the goods on time to the user in the right condition. The right candidate at the right place at the right time can make the right difference for your business. So, choose your supply chain recruiter wisely.