There is a connection between HR activities and performance (Schuler et al. 1987). Hiring not suitable employees or not fulfilling the fluctuations in company’s needs can be very expensive and will cause failure in achievements. Therefore, to accommodate comprehensive efforts into HR planning is very important (Biles et al. 1980).
PROBLEMS IN THE FIELD OF SUPPLY CHAIN MANAGEMENT Present supply chains are developing in complexity due to several factors. We, the consumers, are requesting products on the correct time and at a reasonable fee. This creates challenges for organizations for the reason that growing each responsive and cost-effective deliver chains is seriously complex. Let me explain today’s most important challenges in supply chain. Globalization One of the biggest challenges that businesses are going through is how you can decrease their supply chain fee.
• Concentrating on core process rather than the supporting ones: Outsourcing process allows the company or the organization to give more time and attention to their core business processes thus in a way strengthening the company. • Risk-sharing: This is also one of the most crucial factors resulting in the outcome of a project. Once the company outsources its components, the vendor becomes responsible. Since the vendor is mostly a specialist, he will work on risk management and plan the risk mitigating factors better. • Reduced operational and recruitment costs: The process of outsourcing cuts the recruitment of in-house professionals and hence cuts down largely on the operational costs too.
It is costly, lowers productivity and morale and tends to get worse if not dealt with. (http://labourbureau.nic.in/Asi203c/chptr-III/lab/labour.htm) Employee turnover is a ratio comparison of the number of employees a company must replace in a given time period to the average number of total employees employed during that period. (http://www.wisegeek.com/what-is-employee-turnover.htm) A high level of Labour Turnover could be caused by many factors: ¾ Inadequate wage levels leading to employees moving to competitors, ¾ Poor morale and low level of motivation within the workforce, ¾ Recruiting and seeking the wrong employees in the first place, meaning they seek more suitable employment, ¾ A buoyant local labour market offering more attractive opportunities to employees, (http://labourbureau.nic.in/Asi203c/chptr-III/lab/labour.htm) and ¾ Miss-match between employee’s personal values, career, goals and plans with the larger corporate
Lack of unity of command can create confusion and Over bureaucratic activity may be a major disadvantage in any organization. A bureaucratic and strict organization may make the employees feel dissatisfied and this may lead to high staff turnover rates and may affect productivity. New staffs must be trained in order to adapt to new changes in the sector which leads to wastage of productivity time. Scientific management might be undemocratic because Managers are for planning the operations and workers for implementing the same. So one group always performed challenging tasks and other one is loaded with same
Despite that, managers whom remains may fear of losing their jobs and will reduces jobs securities. Plus, delayering may results in outsourcing of some functions where manager responsibilities are much bigger and they have to bear all the burden themselves. Not only it will increase the levels of stress, the outcomes and decision making may not be as good quality as when working with more people. The article reviewed that the impacts of downsizing and delayering process on managers, first and foremost is related to managers ability to develop and grow in the organisation. Followed by, how managers encompasses their roles and treatment on other employees.
Firstly, stress can be the main impact for unemployment. Stess can be a state of mental or emotional strain or tention resulting from adverse or very demanding circumstances. Nowdays, a lot of unemployment fresh graduates suffering from this deseases. When a person’s work ends by force due to financial plan cuts it is usual to feel a sense of cost and the need to take some time to begin to settle. At least momentarily, you may have misplaced many things important to you with your daily financial safety and position, etc.
For instance, if the company’s core competency is flexibility, then the company should maintain surplus capacity. Similarly, if it is a service company, the capacity planning should be done keeping in mind factors like inability to store services, demand volatility, etc. Apart from this, another problem with capacity planning is that the analysts are much of the time busy with day to day operations of the organizations and they do not spend the necessary time on capacity planning. Also the strategic decisions taken by the organization change very frequently, in such a case, capacity planning becomes
In today scenario retaining the employees in the organization is becoming a challengeable job. Hiring knowledge people for the job is essential for an employer but retention is even more important than hiring. The employees are valuable assests to the organiasation so it is the responsibility for the organization to develop the strategies in order to retain the employees. The loss of talented employees may also be detrimental to a company’s future success. Outstanding employees may leave an organisation because they become dissatisfied, underpaid or unmotivated (Coff, 1996), and the costs associated with employee turnover can be very high.
Unemployment happen when people active to seek the work but unable to get work. This will eventually resulted in the loss of incomes, production and human capital of a nation. High level of unemployment usually occurs when the economy recession where labour supply exceeds demand from the employers. Long-term unemployment will damages a person’s job prospects by destroying human capital. The degree of unemployment in a nation indicates the economic health of the country.