There is a strong correlation between supply chain management and human resources management, thus difficult to determine the exact boundaries. Moreover, these limits are constantly moving to accommodate the integration of supply chain and HR activities. However, it is suggested that logistics is a sub-function of the supply chain. While the logistics may be somewhat involved in the growing number of supply chain activities, they will not include the spectrum of the full supply chain with HR consultancy.
For example, jobs such as outsourcing, manufacturing, customer service and retail include logistics in their planning and scheduling to improve the supply chain from start to finish, but their core operations depend on human resources work. Some of the HR requirements in the supply chain are:
While the change in production technology and processes was profound, the information and technology management systems were more rapidly developed Technology is commonly used to manage inventory and stores. Looking ahead, employers are thinking of using technology for transportation, CRM, and suppliers. Not surprisingly, larger enterprises implement more supply chain information systems than smaller ones.
Interestingly, despite the number of organizations that refer to the application of technology in their institutions, few indicate that they currently have the skills to fully employ technology. Organizations are constantly updating their technologies to improve efficiency and their ability to cope with technological change is a challenge. The introduction of technology and HR consultancy changes the nature of work for all occupational groups (ie administrative, operational and tactical), in terms of:
Given that sectorial organizations are in different stages of development of the human resources strategy as a result of their maturity, strategy and commercial model, their ability to implement human resources solutions vary, despite the human resource challenges they face They can be similar. To facilitate the development of best human resources practices in this sector, it is recommended to establish mechanisms to “share information best practices”. through her consultancy
In response to the interest shown by staff members and given the greater focus on quality and customer satisfaction, organizations should consider developing educational or informational courses for staff that will increase their understanding of business economics and its role in hr consultancy This will improve staff participation and, ultimately, the performance by providing a line of vision and understanding of the supply chain.
Demand for specific supply chain locations is expected to remain constant, with some site growth expected in tactical logistics, operational and storage logistics, tactical customer service and transport. There has been an increase in overall reliance on knowledge-based attitudes (e.g., technical logistics knowledge, knowledge of her consultancy, supply chain specialists) and customer service locations (sales, customer service, and customer management). the analyst also defined as a challenge for HR consultancy.