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The Imperceptible and Commendable Role of Human Resources in Supply Chain Management Functions in the Success Contemplation of Indian Aircraft Industries

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The Imperceptible and Commendable Role of Human Resources in Supply Chain Management Functions in the Success Contemplation of Indian Aircraft Industries International Journal of Engineering Research & Technology (IJERT) ISSN: 2278-0181 Vol. 4 Issue 01,January-2015 The Imperceptible and commendable role of Human Resources in Supply Chain Management functions in the Success Contemplation of Indian Aircraft Industries Dr. M Varaprasada Rao1 Dr. P Subba Raju 2 1. Dean-Academics & Professor General Manager & Associate Professor Godavari Institute of Engineering & Technology, Rajahmundry, GIET Rajahmundry, Affliliated to JNTUK, Affiliated to JNTUK, Kakinada Kakinada. Abstract - Despite the realization that managing the Supply At the same time, as a corollary of increased competition, Chain effectively can provide a crucial competitive advantage, globalization, liberalization, privatization, commoditization there appears to be insufficient realization that this aspect rests and technological changes supply chains themselves have on human capital performance in the supply chain. become very complex. Despite the realization that managing Strategically managing human resources in the supply chain the Supply Chain effectively can provide a crucial requires Human Resource configurations and modernised Human Resource development that adapts to the broader competitive advantage, there appears to be insufficient organizational strategy. Supply Chains are Made-up of Human realization that this aspect rests on human capital Capital and managed by Human Resources. Global supply performance in the supply chain. chains are evolving into dynamic process networks in which companies connect in novel combinations based on the context Effective and Strategic Management of Human Resources and requirements of individual projects. This dynamic can provide an equally strong foundation of competitive environment requires effective communication, team advantage and very little of this realization has been applied management, and constant lifecycle innovation. to managing people and training and development of people in the supply chain. Strategically managing human resources In this paper, with the expertise of the writer both in Industry and Academia along with his colleague, a specialist of HR in the supply chain requires Human Resource configurations studied the total systems in IAI and its success in SCM and and modernised Human Resource development that adapts HRM concatenation and brought in the systematic approach in to the broader organizational strategy. dealing with these major functions. IAI as a successful organization considers their human capital as their most Global supply chains are evolving into dynamic process important asset. IAI’s Logistics professionals learnt to harness networks in which companies connect in novel the power of human resources management to effect sweeping combinations based on the context and requirements of programs of change, not only in IAI but in their supply chains individual projects. This dynamic environment requires as well. effective communication, team management, and constant Keywords: Supply Chain Management, Human Resource Management, Professional Development, Market Driven HR, lifecycle innovation. Human factors insights in these areas Supply Chain HRM Contemplation, Human Resources and are critical for the effective development of global process HRM Linkages, networks. The importance of human resources has increased significantly due to new areas and the role of men in all the Prologue - Supply Chain Management is the progression of components of Supply Chain. It is the rational, human enlargement, development, executing, and monitoring the capital, which runs all the activities, and whose results processes of the supply chain professionally by using depend on the abilities, knowledge, motivation and skills, Technology and Information in its stride. Supply Chain While research in both supply chain management (SCM) Management extends to all activities starting from raw and Human Resource Management (HRM) have material procurement, storage, work-in-process inventory, independently focused on improving competitive advantage and finished goods i.e., from point-of-origin to point-of- of organizations, they have hardly instigate to collaborate on consumption and ensuring profitability for the organisation strengthening their mutually interdependent and functional and meeting the needs of the customer and delighting the bases for the broader organizational objective. The purpose customer. The supply chain function in organizations has of the paper is to call attention to the importance of human evolved significantly in recent decades and today it is factors in the total activity of each enterprise and the recognized as one of the most important strategic functions necessity of creating the structure of enterprises and caring in the implementation of companies‟ business strategy, for organizational culture in line with available human especially in Indian Aircraft Industry. resources. This paper also presents an overview of the IJERTV4IS010604 www.ijert.org 643 (This work is licensed under a Creative Commons Attribution 4.0 International License.) International Journal of Engineering Research & Technology (IJERT) ISSN: 2278-0181 Vol. 4 Issue 01,January-2015 structure of global supply chain networks and the human doctorate in Human Resources Management working with factors dimensions that affect their success. educational institutions to meet the ends. A review of research reveals that little has been done on the Major Functions of HRM specific understanding of the relation between Human Human Resource Management (HRM) is all about Resource Management (HRM) and Supply Chain balancing the organization‟s people and processes to Management (SCM). To begin to fill this gap in research, achieve the goals and the strategies of the organization, as Vlerick Professor Ann Vereecke and colleagues – Sandra well as the goals and the needs of employees in most Fisher and Mary Graham (of Clarkson University) and effective way. The main role an HR manager has to fulfill is Stephan Vachon (HEC Montreal) – have explored the integrating business operations and strategies across a wide HRM-SCM relationship. Their findings make a strong case array of culture, products, and ideas, while effectively for applying Human Resource Development & Human delegating work among human resource specialists and line Resource Management practices to Supply Chains in order management towards achieving organizations to help organizations better manage their supply chains to accomplishment. The final objective is thus in-line with the point of creating competitive advantage. In Indian Supply Chain Management at every stage. Apart from being industrial scenario such effort is not seen and the present concerned with local issues of employees, HR must also research is the step towards highlighting such issues with consider the five basic functions and effects of workforce the participation of Industry and Educational institutions for diversity, legal restriction, performance management, the common goal, by a Professional in Supply Chain training and professional development of the organization. Management with industrial experience and another Figure 1: Five Major Functions of Human Resource Management 1. Recruitment & Selection resources a convenient task. Measurement and monitoring is A great deal of attention and resources is required to attract, another vital aspect of training in order to foster adoption of hire and retain an experienced, committed and well- their new skills. motivated workforce. There are several elements to this task such as developing a job description, advertising the job 3. Employee Performance Evaluation postings, screening applicants, conducting interviews, Performance evaluation or performance appraisal is the making offers and negotiating salaries and benefits. As the process of assessing an employee's job performance and right set of talented employees can raise the companies productivity. The assessment is conducted based on specific profile and also help it achieve profitability to keep it pre-established criteria that align with the goals of the running effectively and successfully. organization. 2. Employee Training and Development The management of performance with proper evaluation of The HR department is responsible for providing on-the-job Human Resources plays a vital role to the success or failure as well as refresher training for all employees. Lack of of the organization. Effective use of performance evaluation training opportunities increases frustration levels among system including the selection of best evaluation methods is employees. So, training systems must be streamlined across very crucial to the success of an organization. all locations in order to make communication and sharing of 4. Employee Motivation - Benefits and Compensation IJERTV4IS010604 www.ijert.org 644 (This work is licensed under a Creative Commons Attribution 4.0 International License.) International Journal of Engineering Research & Technology (IJERT) ISSN: 2278-0181 Vol. 4 Issue 01,January-2015 The pay-packet, monitory benefits and non-traditional ultimately, profitability of the company. Companies are benefits are the real motivators even today and are the looking for a unique competitive edge or ways to respond to means that can attract and retain new skilled employees. the industrial needs and legalities. Flexible working hours and workdays, Extended vacation time, Market Driven HR Paternity leave and childcare The Operational focus on Brand India, with collective Medical
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