1. Define Human Resources Management.

Answer: The strategic method of developing and assisting people and providing a positive work
environment is known as human resource management. Although its duties vary across various
organisations and industries, they often include hiring, paying and providing benefits, providing
training and development, and managing employee relations. A company's department in charge
of anything employee-related is called human resources (HR). It also include finding, screening,
choosing, onboarding, training, promoting, compensating, and terminating workers and
independent contractors. Compensation, performance management, organisational development,
safety, wellness, benefits, employee motivation, training, and other topics are all covered under
human resource management. In managing people, workplace culture, and environment, HRM
plays a strategic role. The culture of an organisation can be developed, reinforced, or changed
with the use of human resources. HR is responsible for several crucial aspects of organisational
culture, including compensation, performance management, training and development, hiring
and onboarding, and reinforcing company values.

2. Discuss the importance of Human Resources Management in Supply Chain Management

implementations/techniques. Please give one example to support your answer.

Answer: First and foremost, it is the HR department's job to hire the best candidates for the
office. This implies that they are also in charge of hiring personnel for the supply chain
management. Second, the HR team must track out contractors, freelancers, and any outside
parties who might be participating in the supply chain management procedure. Hiring the
cheapest candidate is undoubtedly not the solution to the problem, thus the HR manager must
make sure they choose the proper person in order to do this. Thirdly, every firm seeks employees
who can provide the system with high-quality work. HR must evaluate the employee's
knowledge of the supply chain to make sure they can deliver high-quality work. For this reason,
the HR team frequently invests time in learning about the services and goods that are introduced
to the market. The sole factor holding back the supply chain's continued evolution is the lack of
trained personnel who can oversee the chain's end-to-end operation. As a result, the human
resources division may be asked to identify individuals with the necessary technological skills.
Take into account the fact that a decade ago, supply chain management was conducted using
Excel sheets or a system very similar to it. Today, though, we live in a new world where supply
chains are handled by sophisticated systems that make use of cutting-edge technology like
algorithms or machine learning. The supply chain management can better grasp the requirements
by using these algorithms to analyse product lines, access areas, suppliers, factories, market
trends, etc.
References

Bon, A. T., Zaid, A. A., & Jaaron, A. (2018, March). Green human resource management, green supply
chain management practices and sustainable performance. In 8th International Conference on Industrial
Engineering and Operations Management (IEOM),(Bandung, Indonesia) March (pp. 6-8).
http://ieomsociety.org/ieom2018/papers/56.pdf

Ahammad, T. (2017). Personnel management to human resource management (HRM): How HRM
functions. Journal of Modern Accounting and Auditing, 13(9), 412-420.
https://www.researchgate.net/profile/Taslim-Ahammad/publication/321651611_Personnel_Management_t
o_Human_Resource_Management_HRM_How_HRM_Functions/links/5a742fcc0f7e9b20d490a8c5/
Personnel-Management-to-Human-Resource-Management-HRM-How-HRM-Functions.pdf