Monthly Archives: August 2016
HR word of the day – Human Capital Supply Chain
“Human capital supply chain” refers to the integration of business planning, strategic workforce planning, staffing and recruiting processes and technology to enhance corporate productivity and profitability. Employing methods of common manufacturing and distribution supply chain management principles to human resources and human capital, corporations create an end-to-end, human capital supply chain.
The term was introduced in the 2009 book, Human Capital Supply Chains by Tim Giehl and Sara Moss. The concept consolidates 30 years of expertise by companies like Toyota, Wal-Mart, and Dell in total quality management, lean and strategic supplier relationships, and applies it to the human resources industry. The major aim when implementing a human capital supply chain is to reduce labor costs. While that is attained in the short-term, the long-term tuning of the supply chain can result in growth and strategic competitive advantage.
HR word of the day – Workplace flexibility
Flexibility in organization can be viewed in two main ways – flexibility for organisations and flexibility for individuals. Alis et al (2006) have made the distinction between flexibility of and flexibility for employees. The first of these is where organisations look for flexibility in the way in which they utilities the labour so that they can match the supply with their need for labour more closely. This need to manage labour in flexible ways stems from an increasingly competitive business environment, where employers need to manage labour related costs as efficiently as possible.
Individual, by contrast, look for flexibility in the way in which they work in order to help them achieve an acceptable relationship between work and non-work activities. Interest in achieving a work-life balance is as a result of social change, both in relation to the way in which work is considered and as a result of increased rates of parents, particularly mothers in paid employment.
Workplace flexibility involves changes to the amount, timing and/or location of work and may also involve different organisations. It may be designed to meet the needs of employers or employees
HR word of the day – Aesthetic labour
Aesthetic labour is where employees are required to look (dress, self-presentation) or sound (voice, language used) in a particular way as part of their paid employment, normally in order to match the desired image of the organisation.
The term aesthetic labour has been coined by Warhurst et al (2000) to refer to circumstances where physical appearance and embodied capacities and attributes form the basis of employment. In other words, part of paid employment is concerned with how people look, sound, and present themselves.
Warhurst et al argues that these embodied capacities and attributes which individuals possess are then mobilised, developed, and customised by employers. As such they recruit, select and train staff to suit a predefined corporate style. They report on how employers use the phrases in job advertisements, such as smart appearance, well spoken and very well presented, to signal the kind of people they wish to employ.