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Difference between Headhunter and Recruiter

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Difference between Headhunter and Recruiter

In the fast-paced world of recruitment agencies, two terms seem connected yet actually differ significantly in words of their functions: the headhunters and recruiters. It can create a little bit of confusion for job seekers out there who are entirely unsure whether they are dealing with a recruiter or a headhunter during application.

But take note that even with differences, both these two are vital in searching for the right people for the right kind of job. On its core, both do the same job though with slightly different specifics and areas of concern that each of them handles.

To give us a more simple yet defined definition between the two, here are the facts that you must know about these individuals who serve the vital forces of the recruitment industry.

Who Are The Headhunters?

Their name might sound quite scary, and sometimes even people become suspicious of them. Yet headhunters are a legitimate firm, company, or freelance individuals that work on behalf of another agency to look for job seekers who can fill in a specified role in a company. The catch though is that most of the positions being passed to headhunters are often those that are badly needed by a company or in short, urgent. Unlike recruiters, some of the jobs being offered by headhunters are not always put into public.

In a basic sense, headhunters are considered as a type of recruiter whose target market is narrowed down. They usually employ and develop connections to different groups and individuals who can be a possible candidate for the positions that they offer. It is a great misconception that headhunters search only for individuals to fill in executive roles. Headhunters do also seek for anyone who can fit into any levels of position in a particular company.

All in all, a headhunter’s common denominator is that they all worked on behalf of other agencies or companies.

Who Are The Recruiters?

Recruiters, in general, are the people who carry the duty of finding candidates for a vacant position in a company. The primary task of recruiters starts from seeking out candidates to screening them before the final decision of the hiring manager will be made.

Unlike headhunters, recruiters work closely with hiring managers of the company. This means they are working as part of the company and not as an outside entity which is why sometimes they are referred to as internal recruiters. The advantage of dealing with a recruiter is that they can fill you in all the necessary details and information that you must know about the position you will take, your functions and responsibilities, and even about the company that you will be working to.

But there are recruiters also who, like headhunters, work on behalf of another company. These are usually recruiters from a recruitment agency that works closely with a company. This shows too that recruiters are more or less flexible as compared to headhunters.

 

 

The Internet Of Things, Industry 4.0 and Human Resources

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The Internet Of Things, Industry 4.0 and Human Resources

 

Imagine a future in which any object you could think of would be connected to the Internet, exchanging information with other devices to make your life more comfortable. Stop imagining because that already exists and is called the Internet of Things.

The Internet of things (IoT) is a technological trend that will revolutionize the business processes of companies and society in general and the labor market and the search and selection of the talent.

Refrigerators that detect their content and are in charge of making the purchase alone, mirrors that tell if a person has any symptoms of illness when looking at them or automatic translators that will allow users to understand each other in any language instantly are just some of the possibilities that the Internet of Things (IoT) will offer. The objective of this new technological trend is to interconnect everyday objects to the network digitally.

And although at the moment it is in a developing phase, its future is promising. A recent report from the International Telecommunication Union (ITU) and the manufacturer Cisco points out that the Internet of Things (IoT) represents a significant development opportunity on a global scale that could improve the lives of millions of people and dramatically accelerate progress towards achieving the United Nations sustainable development goals.

IoT Technological Evolution

All this will be possible precisely now because a series of technological conditioning factors that converge in this trend have been intertwined. First, lower hardware costs and the ubiquity of mobile access are facilitating higher device intelligence and seamless connectivity. Therefore, adding a few sensor chips or a wireless connectivity module to a new product is no longer a considerable price increase.

The market for person-to-person communication devices and services in developed markets is beginning to saturate. This saturation makes making machine-to-machine communications the ideal basis to market new devices and provides innovative services to businesses already the citizens.

Immediate Business Repercussions

This technological revolution is going to have consequences in the business world. The Internet of Things opens up enormous opportunities in many economic sectors such as healthcare, the pharmaceutical industry, energy, security, telecommunications, finance, or insurance.

However, the two areas in which the consequences of its application are beginning to be seen more clearly are industrial and transport. According to IDC, both currently hold the highest volume of investment in IoT in 2019, respectively. It is about 151,000 and 71,800 million euros.

Specifically, analysts say that the industrial market will experience the most significant growth in spending in this area. Industry 4.0 has already talked about the proliferation in factories of a good number of devices that optimize the load capacities of production systems based on the price of energy, the adaptation of their production lines, or sensors of consumption.

The opportunities are enormous, and companies must take advantage of this trend to change how they relate to their customers and thus improve the products and services they offer. This will also involve modifying the operation and processes of specific areas such as marketing, activities, or logistics. All this based on a new approach to organizing people that reformulate the concept of value and talent management.

The Labor Market, IOT And Headhunters

This new panorama, therefore, brings with it a direct consequence for the labor market. Thanks to the Internet of Things, the system vital to automate a large number of processes that, until today, were manual will be created.

Now, it is convenient not to see this as a threat, but rather as a transformation of the workforce, where little by little new positions will appear with a greater focus on the analysis and exploitation of information. Thus, skills such as data analysis, decision-making, problem-solving, creative thinking, and effective communication will be commonplace on the candidates’ CVs.

All these presents, from the point of view of recruitment and selection, a real challenge for companies. However, most companies are going for Headhunters to help recruit top talents and executives for these positions created by IoT.

There is already an increase in the demand for talent related to the areas of Big Data, Business Intelligence, data analysis, and innovation and development related to the IoT, to which we must add other technological profiles, which are also booming as programmers. .Net and Java, CRM consultants, and developers of mobile applications and e-commerce.

The next big challenge, of course, is for universities to be able to train professionals according to the profiles that the market needs. For this, related subjects should be taught, and students should be encouraged to design and develop projects in this regard.

Final Words

Internet of Things has other consequences that may directly affect the operation of the Human Resources departments. It is that including its management in the organization’s critical strategic activities requires having tools that allow measuring, monitoring, and evaluating the performance of employees, teams, and positions of responsibility about the established objectives.

Having a technology like Internet of Things, that is capable of providing objective and detailed data on processes, tasks, and operations in real-time and at any time and place, will represent an enormous competitive advantage. Of course, enjoying all of this will only be possible by implementing the latest generation analytical tools that, in addition to monitoring and evaluating current and past performance, allow anticipating possible future scenarios.

The Internet of Things is here to stay, and it is worth preparing for all the new features it will bring in the field of work and human resources.

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 Management

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Supply Chain Management

 

For any kind of business, it is essential that their production flow handling of their goods or services would be in top order, starting from the acquisition, handling, and processing of raw components/materials to products, goods or services up until to the delivery of either one of those to the customer themselves. This is where the “Supply Chain Management” practice comes in, to handle the said production flow.

 

Supply chain management is usually composed of a network of suppliers (which are the “links” of the supply chain) that provides raw materials to the organizations/companies linked to the supply chain. The management aspect of this is composed of six major components, which are listed below:

 

  • Planning
  • Sourcing
  • Making
  • Delivering/Logistics
  • Returning
  • Enabling

 

Supply Chain Management Evolution

 

This type of management has evolved over the years since it was implemented by previous companies and organizations decades before. Modern supply chain management usually revolves around data management, services and products bundling to solutions, which in turn affect product and service quality, deliveries, costs, customer service, and profitability.

 

Also, it usually takes advantage of generated data by the chain process, which are then curated by each company’s analytical experts and data scientists. Most data curated are analyzed in real-time to ensure efficient data feedback while maintaining minimal latency.

 

Importance of Supply Chain Management

 

Minimizing overall costs, wastes, and time used in the production cycle are the benefits of effective supply chain management. However, it is not completely perfect, and it is usually a stopgap by retailers and stores of companies in avoiding empty store shelves due to a shortage of supply.

 

Due to this, further improvements are being implemented in this system to achieve better benefits from this kind of management, by doing the following:

 

  • Identifying potential problems.
  • Optimizing price dynamically.
  • “Available to promise” inventory allocation improvements.

 

Right Software For Digital Supply Chain Management

 

Due to the constant evolution of the supply chain management, various organizations have taken the management practice digitally, aside from keeping its physical counterpart active, and resulted in the birth of various software that can manage supply chains via digital network akin to a physical network.

 

This digital version usually handles the supply information being curated to the monitoring of sales that will be the basis for most manufacturers on what to ship to their partnered organizations’ store shelves, reducing unnecessary additional costs for overstocking unneeded inventory.

 

Supply Chain Management’s Key Features

 

An effective supply chain management results in good business, with highly profitable returns and very satisfied customers and consumers alike.

 

The key features of an effective supply chain management are known as the “Five Cs” which are listed below:

 

  • Connected
  • Collaborative
  • Cyber-aware
  • Cognitively-enabled
  • Comprehensive

 

Those features are essential to the digital aspect of supply chain management due to it being connected via cloud-based commerce, which in turn connects to the physical side of supply chain management resulting in a complex and continuous system that handles organizational supply inventory for their partnered stores and retailer branches.

 

Logistik Personalvermittler: Warum sie für das Logistikgeschäft unverzichtbar sind

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Logistik Personalvermittler: Warum sie für das Logistikgeschäft unverzichtbar sind

 

Da weltweit täglich Millionen von beweglichen Bestandteilen vorkommen, bringt die Logistik Ordnung in dieses Chaos, indem sie Systeme entwickelt und einsetzt, um den effizientesten Weg zu finden und Pakete zu verfolgen oder an jeden Ort und zu jeder Zeit zuzustellen.

Im Laufe der Jahre ist die Logistik- und Transportbranche in rasantem Tempo gewachsen. Auf Autobahnen, Ozeanen und Luftwegen werden mehr Güter bewegt als zu irgendeinem anderen Zeitpunkt in der Geschichte der Menschheit. Mit dem Wachstum der Industrie, die immer stärker auf die Entwicklung von Technologie und rationalisierten Kommunikationsmitteln angewiesen ist, haben ein zunehmender Anstieg der Humanressourcen und die Erfüllung der anspruchsvollsten Suchaufträge für Führungskräfte in der Logistikbranche noch an Bedeutung gewonnen.

Die Zusammenarbeit mit Speditionen, Herstellern, Dampfschifffahrtslinien und Luftfrachtgesellschaften unter anderem hat es den Personalvermittlern in der Logistikbranche ermöglicht, sich einen Namen zu machen, indem sie eine Vielzahl von Talenten in den verschiedensten Funktionen in der Branche beschäftigen.

Hier sind einige Vorteile, die du durch die Zusammenarbeit mit einem Personalvermittler im Logistikbereich erhalten kannst.

  1. Kostenlose Unterstützung bei der Arbeitsvermittlung

Ein seriöser Logistik-Personalvermittler wird keinem Kandidaten für die angebotenen Dienstleistungen Gebühren in Rechnung stellen. Wenn Du letztendlich für eine dieser Stellen eingestellt wirst, übernimmt das Unternehmen die Gebühren für den Personalvermittler, nicht Du. Logistik-Personalvermittler genießen das Vertrauen von Unternehmen, um es ihnen zu erleichtern, die ”perfekt passende” Person für ihre Stellenangebote zu finden.

  1. Interne Stellenangebote

Mit einem ausgedehnten Netzwerk von Verbindungen in der Industrie wissen Logistik-Personalvermittler über Beschäftigungsmöglichkeiten Bescheid, die noch nicht einmal in Online-Jobbörsen ausgeschrieben sind. Als Einstellungsbehörde können Unternehmen, die anspruchsvolle und dringende Suchanfragen haben, und Kandidaten, die eine Karriere in der Logistikbranche beginnen möchten, von einem Logistik-Personalvermittler sehr profitieren.

  1. Äußerste Verschwiegenheitspflicht

Ganz gleich, ob Du aktiv oder passiv auf der Suche bist, oder ob Du einfach nur offen bist, wenn es um Stellenangebote geht, Dein Logistikpersonalvermittler versteht Dich als Kandidaten und Deine Vertraulichkeit. Sie bieten Karrierelösungen an, ohne dass Du Dir Sorgen machen musst, dass Dein aktueller Arbeitgeber erfährt, dass Du andere Karrieremöglichkeiten in Betracht ziehst oder Deinen Lebenslauf in einer Online-Jobbörse veröffentlicht.

  1. Individuelle Karrieresuche

Mit ihren weitreichenden Verbindungen und aktuellen Kenntnissen der Markttrends und branchenspezifischen Anforderungen sind Logistik-Personalvermittler äußerst gründlich bei der Beratung zu allen Aspekten der Arbeitssuche eines Kandidaten. Ein Logistik-Personalvermittler versteht die Spezifikationen der Kandidaten in Bezug auf Fähigkeiten, Erfahrungen, Interessen und alle anderen notwendigen Informationen, um ein individuelles Karrieresuchprofil zu erstellen.

  1. Eine Reihe von Talenten

Die Logistik-Personalvermittler befassen sich häufig mit einer Vielzahl von Möglichkeiten in Unternehmen, sowohl im öffentlichen als auch im privaten Sektor. Sie suchen, prüfen und qualifizieren die richtigen Kandidaten, um sie einigen der anspruchsvollsten Unternehmen der Logistikbranche vorzustellen. Logistik-Personalvermittler organisieren dann Bewerbungsgespräche, kümmern sich um das Feedback und unterbreiten dem Kandidaten ihrer Wahl das Angebot.

Die Logistik-Personalvermittler stehen weiterhin an vorderster Front, wenn es darum geht, einige der Top-Talente der Branche vorzustellen und mit ihnen zusammenzuarbeiten. Durch ihren Prozess entfallen Hunderte von Stunden, die mit der Suche nach den perfekten Mitarbeitern für ein Logistikunternehmen vergeudet werden.

In nationaler und globaler Reichweite wird die Zusammenarbeit mit einem Logistik-Personalvermittler, der über die Erfahrung, das Fachwissen und ein umfangreiches Netzwerk von Kontakten in der Branche verfügt, dazu beitragen, mehr qualifizierte Kandidaten zu finden, die genau den Bedürfnissen des Unternehmens entsprechen.

Wenn es nicht zum erwarteten Ergebnis führt, wenn Du es selbst tust, überlasse es einem Logistik-Personalvermittler.

Logistische Personalvermittler: Warum sie für das Logistikgeschäft unverzichtbar sind

Logistik Personalvermittler: Warum sie für das Logistikgeschäft unverzichtbar sind

Wie eine Personalberatung für die Direktsuche dein Unternehmen unterstützen kann

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Wie eine Personalberatung für die Direktsuche dein Unternehmen unterstützen kann

Personalvermittler für die Direktsuche bieten massive Hilfe für den Einstellungsprozess in der Geschäftswelt. Wenn ein Unternehmen einen Mitarbeiter verliert, sucht es nach Bewerbern, um die vakante Stelle zu besetzen. Anscheinend erfordert die traditionelle Methode viel Zeit und Kosten. Durch einen Personalvermittler für die Direktsuche wird der Prozess kosten- und zeiteffizient. Außerdem reduziert er die Umsatzrate. Am wichtigsten ist, dass er verhindert, dass das Unternehmen inkompetente und weniger motivierte Mitarbeiter einstellt (schlechte Einstellungen).

Mit Hilfe der Personalvermittler für die Direktsuche werden die Unternehmen den Einstellungsprozess besser erleben. Hier sind einige der Gründe, warum die Einstellung eines Personalvermittlers Deinem Unternehmen helfen kann.

Dies verhindert, dass Unternehmen schlechte Einstellungen vornehmen

Unter schlechten Einstellungen sind inkompetente Mitarbeiter zu verstehen, die nicht die richtige Qualität der Arbeit erbringen, nicht gut mit den Mitarbeitern zurechtkommen und schlecht bei der Arbeit anwesend sind. Die Einstellung der falschen Mitarbeiter über das traditionelle Verfahren ist nicht kosteneffizient. Aufgrund schlechter Einstellungen müssen Unternehmen 50.000 Euro ausgeben (zumindest für leitende Angestellte). Es handelt sich dabei um die Gesamtkosten, die für Schulungen, verringerte Produktivität, Werbung für eine neue Stelle, stundenlanges Screening und Vorstellungsgespräche mit neuen Kandidaten, Auswahllisten und vieles mehr ausgegeben werden.

Mit dem Personalvermittler für die Direktsuche am Arbeitsplatz werden hochqualifizierte Mitarbeiter eingestellt. Es wird eine Auswahlliste qualifizierter und kompetenter Mitarbeiter erstellt, und es werden ein gründliches Profiling und ein Background-Check (”Hintergrundprüfung”) durchgeführt. Auf diese Weise verringert sich die Wahrscheinlichkeit, dass Unternehmen viel für ineffektive Einstellungen ausgeben.

Dies verhindert eine Schädigung des Markenimages des Unternehmens

Wenn Unternehmen öfter in der Suchmaschine auftauchen und nach potentiellen Mitarbeitern für eine neue Stelle suchen, erzeugt dies eine negative Vorstellung. In gleicher Weise erzeugt ein langwieriger Einstellungsprozess einen negativen Eindruck auf das Unternehmen. Häufig denken die Bewerber, dass das Unternehmen kein attraktiver Arbeitsplatz ist.

Mit der Hilfe eines Personalvermittlers für die Direktsuche wird der Einstellungsprozess beschleunigt. Da der Personalvermittler den Unternehmen leistungsstarke und qualifizierte Mitarbeiter zur Verfügung stellt, wird auch der Umsatz geringer ausfallen. Dadurch wird ein gutes Image des Unternehmens aufgebaut.

Dies stellt effektiv erfahrene und qualifizierte Mitarbeiter ein.

Unternehmen können es sich nicht leisten, unerfahrene Mitarbeiter einzustellen. Unternehmens- und Qualifikationsschulungen sind lediglich zusätzliche Kosten, die der Arbeitgeber bei der Einstellung eines ungelernten Arbeiters zu tragen hat. Mit Hilfe eines Personalvermittlers für die Direktsuche können Unternehmen erfahrene und qualifizierte Arbeitskräfte einstellen, um die freien Stellen zu besetzen. Suchfirmen werden automatisch die Auswahlliste der benötigten qualifizierten, erfahrenen und geschulten Arbeitskräfte erstellen, was für die Einstellung von Unternehmen zeitsparend ist.

Dies bietet Unternehmen korrekte und zertifizierte Informationen über die Mitarbeiter.

Nach einem Benchmark für das Beschäftigungs-Screening im Jahr 2017 liegen 85 % der Beschäftigten in ihren Lebensläufen. Mit Personalvermittlern für die Direktsuche werden Unternehmen in der Lage sein, über verifizierte Informationen über ihre potenziellen Mitarbeiter zu verfügen. Dies geschieht durch umfassende Profilerstellung und Hintergrundüberprüfung durch die Personalvermittler. Dadurch wird verhindert, dass sie die falschen Bewerber einstellen.

Fazit

Die Einstellung ist ein langwieriger Prozess. Es kostet Zeit und Geld, die besten Mitarbeiter einzustellen. Die Personalvermittler für die Direktsuche stellen die besten Mitarbeiter Deiner Wahl ein.

Wie ein Personalvermittler für die Direktsuche Dein Unternehmen unterstützen kann

Wie eine Personalberatung für die Direktsuche dein Unternehmen unterstützen kann

 

Die sich verändernde Natur von Organisationen, Arbeit und Arbeitsplatz

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Die sich verändernde Natur von Organisationen, Arbeit und Arbeitsplatz

Alles um uns herum verändert sich, und zwar rapide! Was heute unrealistisch und unerreichbar erscheint, wird wahrscheinlich in ein paar Tagen zu einer regelmäßigen Angelegenheit werden. Menschen, Umwelt, Technologien, Wirtschaft, Märkte, Transport, Infrastruktur, alles entwickelt sich schnell. Ebenso wie unser Arbeitsplatz, die Art der Arbeit und unsere Organisationen.

Wenn wir unsere heutigen Arbeitsbedingungen mit denen von vor einem Jahrzehnt vergleichen, werden wir in fast allem eine gewaltige Veränderung feststellen. Desktops wurden durch iPads ersetzt, Papiere durch digitale Informationen, Dateien durch Festplatten und Fax durch Sofort-E-Mails. Von unserem Bürodrucker bis zum Wasserspender hat sich alles drastisch verändert. In gewisser Weise hat sich alles zum Besseren entwickelt!

Auch wenn wir das materialistische Ding beiseite lassen, so hat sich doch auch die Glaubwürdigkeit unserer Arbeit in hohem Maße weiterentwickelt. Die Kluft zwischen dem Management und den Mitarbeitern hat sich auf ein fast vernachlässigbares Maß verringert. Den Mitarbeitern und Untergebenen wird bei den Entscheidungsprozessen für das Unternehmen Bedeutung beigemessen. Der Schwerpunkt der Organisationen hat sich weitgehend darauf verlagert, den Mitarbeitern die besten Leistungen und Vergünstigungen zu bieten. Die Mitarbeiterzufriedenheit ist auf der Prioritätenliste der Industrien nach oben gerückt, so dass das Hauptaugenmerk der Mitarbeiter darauf liegt, ihren Kunden die besten Leistungen zu bieten.

Auch von den Mitarbeitern wird heute ein effizientes Auftreten verlangt. Immer unterwegs zu sein, ist ein Mandat in der heutigen Arbeitskultur. Überwachung und Bewertung der Arbeit werden fast in Echtzeit durchgeführt. Auf allen Ebenen gibt es heftige Wettbewerbe. Jeder befindet sich in einem ständigen Marathon mit seinen Kollegen und Gegenspielern. Fehler können katastrophal sein, auch wenn es sich um dumme Fehler handelt. Es wird immer jemanden unter Deinen Kollegen oder Konkurrenten geben, der Deinen Fehler ausnutzt und ihn überspringt.

Die Arbeitsdynamik hat sich verändert. Auch die Komplexität der Arbeit hat zugenommen. Von den Menschen wird erwartet, dass sie Fachexperten auf ihrem jeweiligen Fachgebiet sind. Gleichzeitig wird von ihnen aber auch erwartet, dass sie Multitasking-Experten mit Kenntnissen über verschiedene andere Aspekte sind. Die Hierarchie ist durch parallele Systeme ersetzt worden. Teamarbeit ist wichtiger als individuelle Leistung. Die Abhängigkeit von fortgeschrittenen Technologien ist im Überfluss vorhanden. Die menschlichen Anstrengungen wurden durch den Einsatz dieser fortschrittlichen Technologien verringert. Routineabläufe werden automatisiert, was Zeit und Energie spart. Infolgedessen haben sich die Arbeitsaufgaben der Arbeitskräfte in Richtung strategische Planung, Wachstum und Innovation verlagert. Da jeden Tag neue Trends auf den Markt kommen, ist eine Änderung der bestehenden Standards in jedem Geschäftshaus unerlässlich.

Organisationen in der heutigen Zeit sind dynamisch geworden. Die Globalisierung hat den Leistungsmaßstab angehoben. Geografische Grenzen sind kein Hindernis mehr, wenn es um die Erbringung von Dienstleistungen geht. Unternehmen begrüßen multikulturelle Mitarbeiter mit Leichtigkeit. Unterschiedliche kulturelle Hintergründe der Belegschaft, Altersunterschiede, sprachliche Unvertrautheit, geschlechtsspezifische Vorurteile usw. spielen in dieser kosmopolitischen, urbanen Arbeitskultur keine Rolle mehr. Sie lassen die Möglichkeiten zur Entwicklung und Führung nicht mehr los. Was am meisten zählt, ist der Erfolg. Er ist der neue Führer in dieser Ära der aufstrebenden Märkte. Und Erfolg ist die einzige Konstante in diesem sich ständig verändernden Milieu.

Die sich verändernde Natur von Organisationen, Arbeit und Arbeitsplatz

The Future of Headhunting in Supply-Chain Management

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The Future of Headhunting in Supply-Chain Management

The industrial revolution was a major revelation to the whole world back in the 19th century. It changed people’s perspectives of the working industry holistically. The fast-paced revolution was sort of like an eye-opener to the public. It was a race to the future, and no one saw it passing so fast.

In 2019, the game is different in all aspects. Machines and modern equipment are not new. Technology, with a brisk run, has caught up with the lives of all the people, and they are dependent on it. There are tribal hamlets without big changes in villages and forests still, but technology is surely catching up. It won’t be long before you get mobile signals inside all dense forests.

Where is business heading then? The global research and advisory firm Gartner predict that within a year, at least 50% of major business systems will have IoT in it, in one way or the other. IoT is the internet connectivity extended into physical devices and everyday objects, and we would already know how big a role IoT plays already in our daily lives. To see a person not using Google maps for navigation in a major city would indeed be a sight of rarity.

If you think this is the pinnacle of technological advancement, then count it only as the beginning.  We are about to witness some more action. Gartner also predicts that up to 36 million inter-connected smart devices will be installed in a decade and that it would generate over $300 million in revenue. This means IoT will have a huge role to play in how the supply chain operates for business enterprises.

SCM Revolution

Supply-chain management is the effective management of the flow of goods and services, involving movement, storage and delivery of finished goods and services from the point of origin to the point of consumption.  SCM calls for an integrated approach in design, planning, execution, control, and monitoring of supply-chain activities. IoT has a big role to play here.

Many global firms recognize the transformation role played by the IoT in the manufacturing, retail, and service sectors. Most of the organizations depend on IoT solutions for locating objects, containers, and personnel. Smart mailboxes are used by postal services in some remote areas to find out if the boxes are empty. This saves unwanted journeys. Some pharmaceutical companies use sensors to monitor their temperature-sensitive products. When you order a product online, you get an online tracker to monitor its delivery. All these setups increase the productivity of the organizations. This is business intelligence in its higher echelons.

The IoT devices have revolutionized the supply-chain systems.  It is much easier to know the whereabouts of the products/goods in storage or movement. It also helps the companies to stay competitive in the market. Let’s talk about some of the major operational efficiencies of IoT, and you will know about the main advantages in the field because of it.

 

 

 

Asset Tracking: Bar codes and tracking numbers were usually used to manage the goods in the supply chain.  However, IoT has changed the entire game plan. The old methods are no longer the best. There are plenty of methods using which the whole process can be expedited.  RFID (Radio Frequency Identification) is used nowadays as the main method of communication.  RFID and GPS sensors can be used to track the products. It’s not just a matter of simple tracking here. These sensors can be used to calculate and arrange a wide array of data. Fetching granular data like the temperature of storage is an example. The amount of time spent by cargo and the exact location of the goods and products is priceless information. This way, the companies can use the data as leverage to minimize the flaws next time. The labor and time can be easily managed. In business, excessive time and headcount mean money lost, and through IoT, the companies get to save a lot of it.  In a nutshell, the organizations have a wide array of data that they can use to improve and take their business to the next level. Quality control, on-time deliveries and product forecast – It all becomes easier and much better.

Vendor Relations: When we talk about healthy relations with vendors, it doesn’t mean a friendly handshake or how good you are in talking them into a good deal. It is much bigger than that. Data shows that over 60% of the value of a company is derived from its suppliers. It’s a huge share and that is exactly why it is important to have healthy vendor relationships. The information available through IoT plays a crucial role here. When asset tracking improves, the companies get a good chance to tweak their production schedules and charts to improve their overall productivity. This way, it’s easy to zero in on poor vendor relationships that cost the company money. How are the vendors handling the supplies they are sending you? How are they handling them once the product is made? The quality of products is important, and it reciprocates as good relationships with customers, helping in customer retention as well.

Forecast and inventory: When data gets messier, the whole system crumbles. When there is an expert way to handle data, then there is more clarity. The accuracy of IoT in handling inventories is commendable. The speed and accuracy of the operations are better than any human who can do the same tasks at his prime. Instead of a human, when there is a robot to scan the QR codes or handle the data, then the speed increases manifold. This is already a custom in most of the multi-national companies like Amazon who are experts in Supply Chain Management. The inventory can be tracked easily, and the supplies for stock and future can be managed much more productively. Who wouldn’t want error-free efficiency and preciseness in handling data?

Connected Fleets: People used to wait for ages for a mail to come and fall on their doorsteps. But gone are those days. It’s faster, and forget predictions and hope, you can easily pinpoint the exact time of delivery and location of a product. It is imperative in supply chain management to have a connected network of containers, trucks, vans, or any vehicle in that case used for the transportation of goods. Nothing is lost and all information is just within the reach of your fingertip. Where are the containers? How long will it take to reach the destination? What are the possible contingencies and how can it be handled without losing time and manpower? There are questions aplenty, but a connected fleet with IoT is the answer to most of these questions. Data is the key, and there is an improvement in every step forward. Manufacturers, vendors, retailers, customers and all elements in the operational structure can reap benefits using IoT.

Maintenance: A faulty system or machine costs a lot for companies when it’s supply chain they are dealing with. For this reason, it is important for the companies/manufacturers to constantly keep an eye on maintenance. Smart sensors through IoT have the power to keep everything inter-connected and intact. This prevents downtimes and blackouts. Prevention is better than cure, and that’s exactly what scheduled maintenance through IoT can do to your network.

Why is IoT a Game-Changer? Let’s Summarise

  • It’s reassuring that goods can be precisely located, both in rest and motion
  • Problems with the goods lost, or delay in delivery can be easily identified and rectified
  • Stakeholders get to know when they can expect to receive and process goods
  • Real-time shipment and tracking
  • Visibility and transparency of stock/inventory
  • Quality management and optimization
  • Efficiency in storage and distribution of goods and products
  • Time-management
  • Healthy vendor-relationships

Impact on Recruitment

All these developments act as a precursor to a new generation where all the activities and operations will be aligned using a technological handle that’s both easier to manage and good for business. The future is coming quicker than we can anticipate. An inventory on a ruled A4-sized notebook – those days are history. We need more skills and in another decade the market will be filled with millions of jobs that we have absolutely no clue about. It is kind of scary, but it can also be exciting if you are ready to adapt and change according to the evolving environments all around you.

When there is a technological improvement or new methodologies of actions in place in a company, it will surely call for a better scale of operation and the employees should be well aware of it. The skills required and key roles will change invariably.

Cyber Security is one such area that will play a huge role in the effective handling of all these companies. With most of the data and information controlled and managed through the inter-connected IoT, it is easy for a rival to use the same as a scourge to create a huge ruckus. As technology finds its way higher up the ladder, there will be hackers aiming to bring it down as well. Security is a big issue, and all data should be safe. Count this as a synonymous industry that’s growing with IoT.

 

When it comes to supply chain management, most of the transactions happen online nowadays. Social Selling isn’t new, but it is really important for recruiters. Sales professionals will have to research their leads and candidates to build a good rapport with the system.  Like social selling, there are many foreseeable changes and things that can never be predicted galloping towards us.

 

The Future of Jobs in SCM

IoT, 3D printing and big analytics are already playing a key role in changing the dynamics of the Supply Chain Market. In the wake of ever-changing patterns in the market, what jobs can we expect?

The future of demand planning: It could be all about cloud-based planning systems. The real-time drill could be different from how they are before. Online transactions and algorithms will change the entire mechanics of demand planning. The demand planner can become a business creator.  At the transaction level, the executive will be able to prioritize, analyze and solve supply-demand balancing problems. The commercial impact will play a huge role.

Production Planning: A production planner of the yesteryear will have to collaborate with robots than be programmed in the wink of an eye. Thousand of working pathways can be simulated and all the permutations and combinations can be tested within seconds. The IoT equipped machinery is from the future and just being able to push a button or turn the handle or knob on time, are the skills that wouldn’t matter to anyone.  The production planner has to be an expert craftsman. There is no need to manufacture long runs of low unit costs, and it can effectively improve business and increase the company’s profit.

Logistics Management: To a large extent, it will all be about dealing with customer satisfaction. The options for planning on building a load, making a route map and checking customer’s availability will be quite easy. There will be plenty of options available, and analytics and automation will ensure that it happens on time. Logistics could become the next uber-cool thing of the future. Custom-packing, drones, and pods will change the entire landscape of the delivery of the goods. Customer satisfaction and directing these automated machines in the right course will be the future of logistics management. Numbers and combinations won’t be a problem. It’s all about becoming a Logistics director.

Resource utilization: It’s all about sustainability. Optimal consumption of the resources and sustainability are the marks of the future. The executives will require machine learning for optimal resource utilization. The Supply Chain leaders of the future will have to reinvent themselves.

All the Skills Needed:

  • Strategic Planning and Big Thinking incorporating IoT and AI
  • Technological expertise and ability to adapt and apply Analytics, Artificial Intelligence, Robotics and the IoT in the supply chain
  • Collaboration, networking and relationship management
  • Control Tower leadership and single-point management skills
  • Ability to learn, adapt and use technological resources
  • Risk management and mitigation
  • Data analytics and high-level decision making
  • The ability to work seamlessly across all boundaries of culture, geography, and trends
  • Ability to quickly improvise and read the current trends
  • Lean and business process re-engineering
  • Machine-learning

Role of Headhunters

Due to the tectonic shift in the market, there is an increased need to educate and constantly be aware of the technological advancements. Big Data, Telematics, Warehouse and Workforce Management, IoT, AI, and Robotics – there is quite a lot that’s happening and changing in the supply chain industry. To effectively be able to select candidates who are aware and knowledgeable of these changes can be a daunting task.

Specialist recruitment services can make a big difference here. For functions like IoT, IIOT 4.0, Connected Devices, Telematics, Warehouse Management Software, and Workforce Management Software, there are headhunters who can get the right manpower with adequate knowledge.

Role of Headhunters for Supply Chain

  • To find the right candidates who are aware of the growing changes in the market
  • To find manpower who are adept and equipped with machine learning
  • To spot the right talent according to the changing environments in the industry
  • Hire the right candidates according to varying requirements
  • Educating the candidates about the requirements of the company
  • Assess, monitor and prepare a talent pool
  • Increase in productivity for the company by right placement
  • Act as a resourceful bridge for the candidate and client

It can be a daunting task to have a set of people working and get them to learn the alphabets from A to Z. Instead of that, the headhunters help in readying the right talent for all jobs in the chain. No second thoughts whatsoever! Headhunters play the role of talent agents for corporate companies.

The changing Course

It is always about adapting to the conditions that keep on changing all around us. Someone with decades of experience won’t be able to survive if he is unaware of the technological shifts around him. Someone good at his job will not survive if he is not ready to learn. IoT and AI are going to take over the operational cycles, and as much as it is good for profit-making and error-free operations, it also calls for high levels of flexibility and adaptive approach from the employees. The world is changing fast and it is imperative to keep on running.

Headhunters play a major role without any doubt. It helps the candidates and employees get what they deserve, and act as a mediator. It directs both the parties in the right direction. For corporate clients, it’s about a painless selection process. For candidates, it’s about the right job! They act as a bridge. In a way, you can call them game-changers.

 

The Future of Headhunting in Supply-Chain Management

Personnel consulting E-commerce

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Personnel consulting E-commerce

Electronic commerce or E-commerce is growing so rapidly across the world that it takes the top position when it comes to the average salary of employees and attrition rate. This makes the job of HR professionals very difficult to get candidates who perfectly fit in the e-commerce industry. In this industry we come across many start-ups and it has become really challenging to draw public attention and quality employees toward such start-ups. Moreover, it is an astounding task to control the disintegration of E-commerce companies in this highly competitive world. Therefore, there is little doubt that HR specialists have become one of the most important stakeholders in this business.

The success of E-commerce projects largely depends on the skills of an individual or as a group. So, for an HR professional in this industry, you should be well aware and have broad concepts about the functioning of E-commerce. You should know the management and staffing in E-commerce as well as the process of organizing a project work. If you gain the skills in managing the staffs in a project and measuring the outcomes, you can achieve your HR goals in this field.

Qualities required in a successful HR professional in the E-commerce industry

Given below are the qualities desired in an HR professional in the E-commerce industry-

  1. The HR professional should be able to keep their employees happy and satisfied-

While working for a fast-growing company, or in an atmosphere of tough competition, the HR managers come across quite a few challenges in retaining the best talents in the organisation. In such cases, HR professionals should follow strategic planning and keep a focus on giving an open work culture. They also need to provide good work-life balance and foster friendly relationships among the employees.

 

  1. The HR professional should be dynamic and flexible–

HR professionals do not follow any definite processes/standards in the E-commerce industry. Their objectives changes according to different hierarchies and growth plans. The growth of E-commerce companies depends on their seamless and 24/7 operation throughout the year. Also, E-commerce companies are synonymous with a fast working culture. To be accustomed to this culture, HR professionals have to be flexible. At times, there might be abrupt changes in the recruitment policy and HR operations and the HR professional should adapt to these quickly.

  1. The HR manager should be well-versed with technology and logistics operations-

The working profiles of HR managers in the E-commerce sector are quite different from that of other industries. The E-commerce companies use progressive technology and systems in their operations. The HR managers must be capable of hiring qualified candidates who possess relevant technical know-how and are experts in the field of E-commerce. In the E-commerce industry, the HR managers should work in collaboration with business heads of various fields to find the most eligible employees. They need to use innovative ways to hire the best talents to fit the needs of the company. Successful HR managers of today are selecting candidates through social media as well. In some cases, the HR managers are taking the help of recruitment specialists too. Such methods are not only helping the HR managers in concentrating on their employee development programs but are also fulfilling their hiring needs in the most efficient and economical way.

In the field of E-commerce, back-end supply chain management is one of the essential components for businesses. A third party is essential for storing or shipping of products if there are no brick and mortar storehouse. This is also necessary for basic time management. Thus, The HR managers in the E-commerce industry should have adequate knowledge of logistics as well. Then only they will be able to hire talents to suit the organisational needs perfectly.

  1. The HR team should be able to implement employee development programs–

In this fast growing E-commerce industry, relentless changes are also seen in terms of innovation and disruption. Hence, there comes a need for regular employee training and development programs. This will help the employees to upgrade their skills and keep themselves updated to the latest developments. The old-school methods of training and development policies will not work in this sector. Rather, the HR managers should take responsibility in inviting relevant experts who can provide thorough training for enhancing the skills and aptitude of their employees. Knowledgeable sessions with the industry experts/experienced professionals will broaden their outlook and bring some much-needed variations into their thoughts. Hence, HR managers should care about employee development programs to nurture the employees. This will also make the employees more loyal to the organisation.

How work scheduling is done in E-commerce

Before knowing about how to engage staffs in the E-commerce industry, it is important to have knowledge about the scheduling and assignment of work among the staffs. For every department, there will be a different set of workers assigned to carry out their scheduled tasks. There are a definite set of rules that the workers from every department have to follow.

As an organizational unit, the E-commerce industry holds the responsibility for creation and maintenance. The capabilities of the E-commerce industry cannot be explained in terms of project activities as happens with IT organizations. No such definite organizational work pattern is observed in when it comes to the E-commerce industry. The different set of projects /programs/work assigned in different departments depends on the overall E-commerce objectives of the organisation. The nature of E-commerce sites also varies according to the mode of work or the type of projects being handled. These sites are dynamic in nature and are prone to frequent changes.

There is not a single pattern that describes the method of hiring employees for the E-commerce industry. Selection is done on the basis of their capabilities. However, depending on the type of projects, the nature of requirements differs. For example, the IT-based E-commerce industry will be more concentrating on the employees having greater knowledge in the field of technology. However, the success of any project not only depends on technology but also on the business skills of the company. The combination of both business talents and technology can contribute to the successful completion of a project. In most cases, the organization forms new working operations for their new businesses. This can also be called as the hybrid behavior of the E-commerce industry. It will be great to observe if the recruitment programs of an e-commerce project resemble the other either in structure or content without considering parameters of departmental governance. The type of governance is selected on the basis of the skills of the employees, project needs, the mode of work done and the outcomes required from a particular set of projects.

 

Challenges in personal consulting in e-commerce

Though the E-commerce industry has evolved as a fast-growing industry, it has to overcome a few challenges in personal consulting. These are described below-

  1. Technology challenges- For an e-commerce firm to achieve success in today’s highly competitive world, technology is the most important factor. So, the firm should be able to accept new innovations and technological expertise, which will allow them to overcome threats/hurdles in time.

 

  1. Uncertainty challenge– There is no specific model for an e-commerce firm to get going. The already settled E-commerce organizations also do not have ‘strait-jacket’ corporate mind-sets that hold them back from fulfilling their dreams. There will always be an uncertainty challenge for this industry. This challenge can be overcome if they are able to invest in new innovations, experimentation and also if they are able to tolerate failures.
  2. Integration challenge– To meet the demands of this fast-paced consumer-centric world, the e-commerce industry needs to integrate various systems, the people working therein and different processes in a seamless manner. The personal consulting processes in this industry need to keep this in mind while formulating their HR policies.

 

  1. Speed challenge– The speed of a firm increases very rapidly with the changing demands of people and technology. The traditional businesses consume more time to adapt to these changes but not the ecom businesses. Therefore, the HR operations in the e-com industries need to be more pro-active than their other business counterparts and should be able to adapt to these changes much faster.

 

  1. Project structure challenge– No two projects in the e-commerce industry are the same. Hence the firm should be able to construct a perfect group of individuals for a particular project to ensure efficiency. This may involve constant shifting of people from one project to another. This is bound to put an extra burden on the HR team.

The success of the E-commerce industry not only depends on its demand but also on how it will be able to withstand the HR challenges that are so unique to e-comm operations.

Logistics and of E-commerce: their inter-dependence

The term Logistics means management of the path through which various resources are obtained, gathered and then shipped to their respective destinations. Well-managed plans need to be in place for controlling the mobility and placement of the goods. All these plans and processes come under a system that is designed to obtain the desired organisational goal.

A proper logistics management can help the e-commerce industry in the below-mentioned ways-

  • To find out capable suppliers and distributors.
  • To determine their accessibility and efficiency for the need of business production.
  • To form valuable relationships and discover the most economical solutions for the success of the business.

 

Role of HR personal consulting in logistics/supply chain organizations

Here we will discuss how crucial the role of HR personal consulting can be in different facets in a logistics/ supply chain organization-

  1. Keeping an eye on the overall performance parameters–

The role of supply chain management is to bring the goods in and to keep them ready/forward them for the next phases in the pipeline. In the same way, it is the duty of an efficient HR management to ensure that every employee gets the inputs in a proper manner so that he can execute his assignments properly. This will make both the organization and the employee to grow together in their respective operational areas while keeping a close bond with the values and culture of the organisation. HR does the important function of supervising this entire process. He also ensures that each and every manager is competent enough to understand various processes prevailing in the organization. The HR prepares a periodic MIS on the performance of the employees and also that of the ongoing processes in the organization.

 

  1. HR Role in streamlining the hiring process–

We are well aware of the critical role played by the SCM department in bringing in and sourcing out raw materials. In the same way, HR has to take the responsibility of bringing in outstanding talents which are very essential for ensuring smooth operation of the business. HR teams need to carry out the necessary brainstorming with other departments to make sure that all the significant processes are taking place as per the schedule designed before the functional department makes the all-important final selection. The critical task the HR needs to do here is to make sure that a well-designed and standard capability framework is followed across the organizational lines. The HR needs to keep an eye so that the hiring of deserving talents moves through a consistent process, adhering to the well-established benchmarks of cost-effectiveness.

 

  1. Play the role of a quality checker

 

In a logistics business, it is absolutely essential that the goods should go through a proper quality test before the all-important delivery to their respective destinations. It is the duty of the SCM team to ensure quality assurance before the goods are transferred to the next step in the pipeline.

In the same way, the HR team has to check whether the entire transformation of input to output is happening as per the prescribed design and expectation of the organization. It needs to assume the role of a quality enforcer in some critical business checkpoints. In this way, it can increase the efficiency of every individual.

 

  1. As a Conscience keeper–

HR plays another important role as a conscience keeper of the organisation. It keeps an eye on the organisational operations and does a periodic assessment on whether they are carried out in conformity to the stated organizational values. He should use his authority and intimate all concerned if there is a marked diversion from established organisational objectives. The HR function should be given the authority required so that it can work in close collaboration with the CEOs /top management/leadership teams and convey its findings in a ‘no-nonsense’ manner.

  1. To keep pace with the industry compensation benchmarks 

HR plays an important role in keeping a track of the compensation benchmarks in the industry and to keep the organizational policies in sync with them. It is also their responsibility to implement policy changes in a seamless and consistent manner.  Overall, the HR functionalities in logistics and e-commerce are largely multi-dimensional and are not restricted to their core competencies alone.

Benefits obtained by SCM after applying effective HRM methods

In the above section, we have seen that there are some similarities between the HRM and SCM functions. Some benefits of implementing effective HRM practices can be as follows-

  1. SCMs can use ‘people’ in a more efficient way-

The supply chain is a highly complicated structure which includes the raw materials distributors, suppliers of raw materials, the service providers etc. It is a well-settled fact that the success of a logistics organization depends heavily on the success of the people involved in every step of the supply chain management. The evolving field of HR has initiated some effective methods and processes that not only help the people but also the organization as a whole. These methods and processes can also be applied in the supply chain management as well so as to attain their desired goals in every phase of their operations.

  1. HRM methods can make the supply chain systems more collaborative-

Today’s business environments have become highly complex. This may be due to the globalization of the inventory market, products having smaller life-cycles, product generation and so on. Effective HR methods can ensure high-degree of collaboration between different SCM stakeholders, foster better inter-firm alliances and design valuable knowledge sharing techniques. By this process, the organisations can have a more up-to-date and organized supply chain and achieve the competitive advantage they are vying for.

 

  1. To receive proven benefits of HR strategies

HR strategies are concerned about establishing highly flexible organizational policies and systems and to strengthen the business actions of the company. An amalgamation of these HR strategies in SCM will provide significant benefits such as better coordination with SCM associates, better prognosis of the supply or labor demand across the logistics operations and many more.

Organizations have realized that chalking out a clear career path and providing diverse development opportunities for employees can help a great deal in retention of quality employees in today’s competitive environment.

 

 

HR Consulting in Industry 4.0

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HR Consulting in Industry 4.0

 

 INTRODUCTION

 

The industry is an integral part of any economy.  The mechanization of industry started with the First Industrial Revolution. The Second and the Third Industrial Revolution actually introduced the use of electrical energy, along with electronics and automation. However, driven by social, economic, political and technological changes, today’s economy is said to be facing the Fourth Industrial Revolution. This type of industrial revolution is known as Industry 4.0, which is credited to have brought a wide range of digital transformations in every existing industry or business. This has also brought important changes in the current processes replacing the manual business operations by digital computer structures.

The concept of Industry 4.0 was first introduced in 2011 at the Hannover Fair. Originally, it was a proposal for the growth of a new idea of German economic policy based on high-tech manufacturing plans. Many industries have since embraced the concepts Industry 4.0 and have extended these smart changes into diverse areas such as logistics, smart buildings, oil and gas, smart healthcare and even to smart cities.

The main concept of Industry 4.0 is that the industrial business will be built by global networks in the future which will connect their machinery, manufactures and warehousing facilities as cyber-physical systems and will also control each other intelligently by giving out information and data processing that will head suitable actions. These cyber-physical systems will take the shape of four smart changes which is smart factories, smart machines, smart storage facilities and smart supply chains.

 

 

  1. Significance of Industry 4.0

 

The major significance of Industry 4.0 lies in the creation of a communication pipeline for the constant and real time informational exchange with retailers, manufacturers, health care workers, co-workers, customers themselves etc. Its main mechanism is the dependence on machines that will stream data via wireless sensors and then sending these data to smart services or product providers and decentralized multiple small centers, where large amounts of data are analyzed. The benefit of such automation is the individual customer-oriented transformation of products and services that increases the value for both the concerned organizations and customers. With the use of electronics and information technologies in manufacturing and services, all processes have become fully atomized and digitalized during the Fourth Industrial Revolution. Small and medium industries have been significantly transformed by new age technologies such as 3D printing and new sales online services. But if we look through the customer point of view, the main benefit is personalized service or product in real time, which leads to satisfaction and loyalty benefit in case of provider companies. On the other hand, companies have to understand how associated consumer products and services can perform as a critical basement in their decision-making process.

There is a common misunderstanding that Industry 4.0 benefits only the manufacturing industries but it will also benefit the manufactures. Manufacturers are the prime focus of Industry 4.0’s but it will also influence its other contiguous areas. It not only has an impact on the local cyber-physical systems and local industrial processes but also on the entire value chain, including the producers and manufacturers, suppliers, and workers.

Two of the main tools that accompany the Industry 4.0 revolution are the smart factory and smart manufacturing, which is also known as intelligent factory or factory of the future. In this field, the manufacturers are well equipped with sensors, actors, and autonomous systems. The introduction of new technologies, machines and equipment will improve all the technological processes autonomously through self-decision making and optimization. This will result in self-organization of the manufacturing process which will change the logistics and production chains.

Another important idea of Industry 4.0 is the smart city concept. A smart city is also known as the city of the future which consists of six components such as the smart economy, smart living, smart people, smart governance, smart mobility and smart environment. It should be an outcome of seemingly faster development of the ‘next-Gen’ IT and traditional economy. It will be related to the effective assimilation of the Internet, broadcast network, telecommunication network, wireless broadband and other sensor networks with the Internet of Things (IoT) technology at the center.

In addition, Industry 4.0 involves the attainment process of materials and describes as to how a product moves through the production and delivery process to the customer. Deep analyses of the current execution of new technologies were made in the production sector to comprehend the evolution of the industrial workforce with that of Industry 4.0.  Nowadays the main focus of the future industry is on the interaction of its constituent elements in production and the final products are created with as much automation as possible, to go with the present technological progress. New technologies are an integral part of our daily life. It is also important for expanding more with further development of the Internet and technologies such as 3D printing, customized products, greater online sales services etc.

 

 

The added advantage will be seen more in the new products and new solutions in a foreseeable future. Each of the objects produced can be possibly connected and networked. As a result, different business will be designed that involves the use of the Internet and connectivity. Industry 4.0 manufactories will increase their productivity and competitiveness which in result will enlarge their industrial workforce. Many technological changes will occur which may include execution of Cyber-Physical Systems (CPS) for production, smart manufacturing, embedded actuators and sensors, augmented reality, networks of microcomputers, and linking the machines to the value chain and so on.

 

Once these changes are implemented into a business, manufacturers will be able to create new jobs with the adoption of Industry 4.0. Although the type of job and the required skills will vary depending on the manufacturing process and the use of new technologies, the demand for new skills (catalyzed by new technological changes) will help the emergence of new jobs. Apart from the manufacturing industry, Industry 4.0 has impacted the oil industries a big way of late.  Many giants in the energy sectors have also embraced the Industry 4.0 processes into their operations and they have found immediate results, particularly in the areas of energy storage and the deployment of renewable energy.

Thus, it is only sufficient to say that Industry 4.0 will definitely bring about significant transformations into the economic sector and also to the social and political landscape as a whole.

 

 

  1. Industry 4.0 and HR practices

 

Because of the benefits of globalization and increased collaboration between EU, US and Japan and other countries, the industries have changed a long way, with the global spread of Industry 4.0. The Fourth Industrial Revolution has been able to give a complex vision on future of the industry that includes the use of Big Data Analytics, interconnected machines, connected devices, cyber-physical systems, cloud computing, software and Industrial Internet of Things (IoT). The HR domain of organizations has not been resistant to this phenomenon either.  HR practices have also taken a leaf out of the global smart practices shown by Industry 4.0 and a new area called Smart HR 4.0 has got evolved. Smart HR 4.0 portrays a bright canvas for digital transformation in the HR functions of recruitment, learning and development, social sharing etc.

Smart Human Resources 4.0 is a new idea which is growing as a part of the overall 4th Industrial Revolution and is distinguished by the innovations in digital technologies such as Big Data Analytics, Artificial Intelligence and fast networks such as 4G and 5G. With significant changes due to come into effect in the future, HR 4.0 will have its own set of execution challenges and sets of benefits. These benefits will, of course, depend on how the concerned organization adopts it.

The benefits of Smart Human Resources adoption are:

  • To attract, develop and employ new age talent.
  • Systematic and faster HR operations.
  • Slender HR departments.

The HR department of any organization is responsible for handling all the related aspects of the employee life cycle, from recruitment to exit. HR plays a key role the in organizational growth. However, most of the departments in HR across different organizations today are seen to be playing only an operational role. This resulted in highly inefficient processes which are further worsened by inadequate technology infrastructure. On the other hand, technology is experiencing rapid changes. The new age technology such as the Internet of Things is enabling the digital world to be connected to physical things. This resulted in the generation of a huge amount of real-time organizational data which is guided by massively scalable storage capacities simultaneously using cloud technology.

Not only technological innovations, but the industry is also witnessing vast changes in employee generations joining the organizations.

Smart human resources 4.0 is powered by the new generation employees and new technologies. The employees have the potential to transform all the HR processes taking into account the aspects of talent onboarding, talent development and talent off boarding.

 

Just like any other concept, the incorporation of Smart HR 4.0 practices is not without its fair share of challenges. Smart Human Resources execution challenges can be explained as follows:

  • Firstly, in selecting the correct set of new technological tools.
  • Dealing with the present organizational culture.
  • Handling employees’ expectations.

 

Another important point to consider here is the changing nature of HR practices due to the influence of Industry 4.0 processes. If we take the example of the industrial production sector, we will observe that significant changes have taken place in the industrial production processes during phases of industrial revolutions. Firstly, we saw the advent of steam power generation; then came the use of electricity and now is the time for automatization. However, we need to keep in mind that the technological waves did not decrease the overall employment rate at all, in spite of the widespread preference for automatization. Instead, it has experienced a gradual growth during this time. Although there has been a dramatic reduction in the number of manufacturing jobs, new jobs came into existence to suit the new skills demanded by the new processes attached to the Industry 4.0 practices. It is expected that HR practices in the manufacturing and industrial production ( along with all supported business) will see major changes with the advent of upcoming digital disruption. The production business will become increasingly capital intensive and the labor cost advantages attached earlier to the traditional pockets of low-cost areas will be reduced significantly. This is going to impact the HR consulting in this industry a big way.

Industry 4.0 has been able to bring in important changes into the industries, more particularly into the way jobs are executed by the industrial workers. As a result, scopes of certain jobs have got completely changed, while some kinds of jobs have totally disappeared. Some companies have also developed plans to replace some of the human workers totally with robots to assist the workforce. There will be a significant decrease in the number of routine or physically demanding jobs as well.

While there will be an increase in jobs that require problem-solving, flexible responses and customization-investments and constant change are the main challenge faced by industry HR 4.0 as there is a need to build a complex value network that produces and distribute quality HR products.

 

 

  1. Conclusion

An organization, on the other hand, requires a successful Smart Human Resources 4.0 strategy so that it can cope up with the Industry 4.0 transformation challenges. Big Data and AI are such emerging technologies that will automate most of the HR processes in an efficient and leaner HR team. The next generation talent will be attracted towards the organization through smart mobile apps along with AR/VR. This will also facilitate smart remote interactions between teams. The changes in both the organizational structure and leadership style would be required for efficient Smart Human Resources 4.0 implementation. This will also allow the HR departments to play a more planned role in the growth of the organization.

 

 

 

HR Consulting in Industry 4.0