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Next round of GD/PI is scheduled on 16th May,2015. For more detail visit at www.jbs.ac.in/gd-pi-details
A supply chain defines the movement of goods through various phases at different stages of complexity. It is a system of organizations, people, activities, information, and resources involved in moving a product or service from supplier to customer. Supply chain activities transform natural resources, raw materials, and components into a finished product that is delivered to the end customer. In sophisticated supply chain systems, used products may re-enter the supply chain at any point where residual value is recyclable.
Supply Chain Management encompasses the planning and management of all activities involved in sourcing and procurement, conversion, and all logistics management activities. Importantly, it also includes coordination and collaboration with channel partners, which can be suppliers, intermediaries, third-party service providers, and customers. In essence, supply chain management integrates supply and demand management within and across companies.
Logistics is the management of the flow of goods between the point of origin and the point of consumption in order to meet some requirements, maybe of customers or corporations. The resources managed in logistics can include physical items, such as food, materials, animals, equipment and liquids, as well as abstract items, such as time, information, particles, and energy.
Supply Chain Management is an integrating function with primary responsibility for linking major business functions and business processes within and across companies into a cohesive and high-performing business model. It includes all of the logistics management activities mentioned above, as well as manufacturing operations, and it drives coordination of processes and activities with and across marketing, sales, product design, finance and information technology.”
A typical supply chain begins with the ecological, biological, and political regulation of natural resources, followed by the human extraction of raw material, and includes several production links e.g., component construction, assembly, and merging etc. before moving on to several layers of storage facilities of ever-decreasing size and increasingly remote geographical locations, and finally reaching the consumer.
Many of the exchanges encountered in the supply chain are therefore between different companies that seek to maximize their revenue within their sphere of interest.
Dr. Hima Gupta
In an era of attracting and retaining Talent, people management or Human capital management is important for business organization in gaining competitive advantage. It is done in various ways from hiring people, motivating, developing and facilitating them in performing their duties and responsibilities with help of supervisors, mentors and guides whom people across various departments and divisions report regularly. Thus, the role of HRM gets focused more on HR policy making as well as implementing it in hiring, developing competencies of people and monitoring HR activities in various departments and locations.
Emergence of new technology has strengthened the implementation and monitoring of HR activities guided through various software applications, giving HR professionals more space for personal touch.
Today, employees expect more from HRM in creating a better workplace, facilities to learn, and help them pursue their passion. Likewise, top management of the organization expects more accountability from HR professionals making them search for deliverables that can be measured with a focus on human capital and ROI. The other emerging trend is on cost reduction where HR processes are outsourced to third party with just 2-3 people in HR department for aligning the organizational requirement.
The brightest side of careers in HR is that it’s being rechristened as Business partners that will make it a core business activity. Core HR is therefore focused towards investment in people and making the organization as the “Best place to work, best place to pursue passion, best pay master, and best place to grow and perform”. Further, this aspiration has led to evolution of new perspectives in managing people namely – Employer Branding, Employer of Choice, Employee engagement and Employability with competency of learn-ability, Employee readiness, and Employee Branding.
Career profiles available to any job seeker in HRM are in the various roles like HR Generalists, HR Specialist, IR Specialists, Recruitment Specialists, HR Consultant, OD specialists, and or HR Analytics. In core sector, the opportunities available are HR generalist where they have to monitor HR initiatives and have knowledge of all activities. In service sector, focus is majorly towards recruitment, learning and development, pay and benefits requiring Specialists role. In HR Consulting organization roles offered are of HR Consultant with specialists like Change and OD specialists, Compensation and Benefits Specialist or customized roles required by the organizations. The new profile that is now evolving is HR Analytics that may include on collecting and interpreting volumes of data on hiring, training, compensation and attrition to make HR professionals quicker and effective people management decisions.
Dr. Rajnish Kumar Misra
Jaypee Business School