obstacles SCM.pdf
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The document discusses several obstacles facing supply chain management, including increasing customer demands, shorter product life cycles, globalization, and the fragmentation of supply chain ownership. It notes that overcoming these obstacles presents opportunities for improvement and that supply chain management has become a major factor in business success or failure due to the growing impact of the challenges. Achieving strategic fit through balancing responsiveness and efficiency is key to matching customer needs in the current environment.
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Differentiation
Seeks to create higher value than competitors
Offers products or services with unique features
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Charges lower prices
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Cost leadership
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Cost of input factors (supplier power matters here)
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Implies large market share almost always to get the best economies of scale
8
Cost leadership:
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Learning Curve Effects – price drops (and quality increases) as volume increases over time
Versus Economy of Scales: Economy of Scales are a specific points in time versus accumulation over time
Differences in Complexity: Depending on product/service EoS may have stronger impacts than learning curves
Experience Curve Effects – price drops (and quality increases) with changes in technology of production
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In your group, identify a company who has a Blue Ocean strategy
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What factors were raised/created by the BO company or eliminated/decreased?
13
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This document provides an introduction to human resource management (HRM). It defines HRM as planning, organizing, directing and controlling the procurement, development, compensation, integration, maintenance, and separation of human resources to accomplish individual, organizational and social objectives. The key functions of HRM include HR planning, recruitment and selection, training and development, performance appraisal, compensation, and employee relations. An HR manager's main roles are to act as an ethics counselor, mediator between employees and management, and problem-solver for HR-related issues. Recent trends in HRM include remote working, learning, upskilling, virtual team building and employee engagement, as well as automation and a focus on productivity, mental health support, and
Raghavendrafor RMC
This document presents research on employee engagement and organizational performance in IT industries. The research aims to understand attributes that support workforce agility and organize them by importance. It used a sample of 189 IT employees and collected data through interviews and questionnaires analyzed with multi-criterion decision analysis. The results found that growth potential and a positive attitude were key drivers, while personal efficacy, creativity, and skill development were top priorities. Additionally, the research found that employee and organizational performance have not significantly changed despite continued remote work due to agility and lean operations in IT industries.
IJIR paper.docx
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- It analyzes how factors like training, communication, and co-working spaces influence employee engagement and performance.
- A survey of 189 IT industry employees in Bangalore found a positive relationship between co-working spaces and employee performance.
Human Capital.ppt
The document provides an overview of human resource management. It discusses topics like recruitment, selection, employment legislation, discipline, development, training, rewards systems, trade unions, productivity, and human capital challenges.
The recruitment section describes the process of identifying job vacancies and notifying potential employees. Selection involves assessing candidates and appointing a post holder. Various selection methods are discussed.
Employment legislation is an important aspect of HRM that covers many areas. Discipline procedures must follow various steps to deal with workplace conflicts. Development and training help employees gain new skills and stay updated. Rewards systems include pay, benefits, and other incentives. Productivity measurement assesses an employee's contribution.
The document also
Chapter 2 HRP.ppt
This document outlines the key aspects of human resource planning (HRP). It discusses HRP as ensuring the right number of people with the right skills are in the right jobs at the right time to implement organizational strategies. The HRP process involves forecasting future human resource needs, comparing forecasts of supply and demand, and developing programs to address any gaps. It provides a basic HRP model showing the links between organizational objectives, human resource requirements, programs, and feasibility analysis. Shortcomings of the model and considerations for demand and supply forecasting as parts of HRP are also summarized.
Human Capital.ppt
The document provides an overview of human resource management. It discusses topics like recruitment, selection, employment legislation, discipline, development, training, rewards systems, trade unions, productivity, and human capital challenges.
The recruitment section describes the process of identifying job vacancies and notifying potential employees. Selection involves assessing candidates and appointing a post holder. Various selection methods are discussed.
Employment legislation is an important aspect of HRM that covers many areas. Discipline procedures must follow various steps to deal with workplace conflicts. Development and training help employees gain new skills and stay updated. Rewards systems include pay, benefits, and other incentives. Productivity measurement assesses an employee's contribution.
The document also
Module 1 Advertising
This document provides an overview of advertising, including definitions, objectives, classifications, and the structure and functions of advertising agencies. It defines advertising as a paid, non-personal form of promotion and defines modern advertising as a complex communication using strategies to impact consumer behavior. The document outlines the basic factors of advertising and objectives such as brand awareness, sales increases, and profit growth. It then classifies advertisements based on consumers, media, business type, and area. Finally, it describes the major departments of advertising agencies, including creative, media, production, accounting, and examples of top agencies in India.
Module 1.pptx
This document provides an overview of advertising and advertising agencies. It defines advertising and outlines the key objectives and classifications of advertising. It then describes the major departments within an advertising agency, including account servicing, account planning, creative, media, production, and finance. Finally, it discusses the different types of advertising agencies and their revenue models.
Rural marketing module 3.pptx
The document discusses rural FMCG and banking services in India. It provides an overview of the FMCG sector in India, including its size and key segments. It also discusses challenges faced by the FMCG industry in rural areas, such as transportation and packaging costs. The document then covers rural consumer durables, noting that 35% of sales come from rural areas. It discusses the evolution of rural banking in India including the establishment of regional rural banks and their functions in providing banking access to rural communities. Challenges in marketing banking services rurally and opportunities for rural banking are also summarized.
ruralconsumerbehavior.pptx
Rural consumers in India represent a significant market, accounting for over 50% of FMCG and durables sales. HUL conducted research in rural India and found that hand washing habits differ between urban and rural areas. They partnered with an ad agency to design a behavior change campaign focused on health and hand washing. When making purchases, rural consumers' decisions are influenced by their socio-cultural environment, including culture, social class, family structure, reference groups, and opinion leaders. Marketers must understand these factors to effectively target rural consumers.
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- 2. Achieving strategic fit is a company’s ability to find a balance between responsiveness and efficiency that matches the needs of its target customers.
- 3. Increasing variety of products Customers demanding ever more customized products ….
- 4. Decreasing product life cycles Today there are products whose life cycles can be measured in months ,compared to the old standard of years.
- 5. Increasingly demanding customers Customers are constantly demanding improvements in delivery lead times, cost and product performance.
- 6. Fragmentation of supply chain ownership Most firms have become less vertically integrated. as companies have shed noncore functions, they have been able to take advantage of suppliers & customer competencies that they themselves did not have.
- 7. Globalization Adds stress to the chain, because facilities within the chain are farther apart, making coordination much more difficult.
- 8. Difficulty in executing new strategies Once the good strategy is formulated , the execution of the strategy can be more difficult
- 9. TO CONCLUDE… Overcoming these obstacles offers a tremendous opportunity in terms of untapped improvement with in supply chain. the increasing impact of obstacles has led to supply chain management becoming a major factor in the success or failure of firms.
- 10. “When obstacles arise, you change your direction to reach your goal;you do not change your decision to get there.” THANK YOU…