Rfid And Its Impact On Global Supply Chain Management

RFID and its impact on global supply chain management By Harshraj Mehta GMAY14CMM010 24th September, 2014 Table of contents: †¢ Introduction†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦3 †¢ Importance in supply chain management†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..3 †¢ Obstacles and difficulties in implementing RFID in supply chain†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.6 †¢ Conclusion†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..6 †¢ Bibliography†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..7 Introduction: RFID or Radio-frequency identification is a technology used to track objects using electromagnetic fields that transfer data. RFID chips are incorporated into small tags, that are then attached to objects that requiring tagging and tracking. As stated by Mark Roberti (2005), RFID has come a long way since being invented in 1935, from being used in the radar system during the world war to being developed into a more passive RFID system by the Germans and then into more advanced roles of anti-theft systems used by many companies in the form of electronic article surveillance tags. This system went on to be used in more advanced uses such as unlocking doors without keys, tracking nuclear materials, automated toll payments, tracking cattle for agricultural use, contactless cards for payment systems and anti-theft systems in cars. Later by 1990s, IBM developed ultra-high frequency RFID system. This system made its way into supply chain management for the purpose of tracking them, thanks t o two professors David Brock and Sanjay Sarma whoShow MoreRelatedWhat is Supply Chain Management? 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The Iliad, Odyssey, And Epic Of Gilgamesh - 1466 Words

The Iliad, Odyssey, and Epic of Gilgamesh all demonstrate the transformational process of their respective epic heroes through their strengths and weaknesses. Epic heroes such as Achilles, Odysseus, and Gilgamesh all possessed superior qualities that separated them from other individuals. Although their incredible abilities may support the societal perception of strong leadership, their weaknesses caused these characters to hold vices that went against the cultural expectations of what a strong leader should be. Furthermore, they all shared similar experiences in terms of undergoing a difficult situation and changing their approach in an effort for redemption. This paper will be examining the virtues of these epic heroes and the†¦show more content†¦Hector’s pride caused him to be clouded with negative thoughts in his quest for revenge as he brutally slaughtered the Trojans and excessively tortured Hector. Nevertheless, Priam’s sorrow causes Achilles to empathi ze since he could imagine what it would be like if his father had to go through a similar situation like Priam. This change of heart causes Achilles to forgo hatred in exchange for compassion. Although Achilles shows flaws in his character, his heroism even in the brink of death along with this transformative change as a person demonstrates the cultural expectations of strong leadership in terms of taking physical and emotional qualities into strong consideration. In the Odyssey, Odysseus exemplified strong leadership and outstanding noble qualities. Like Achilles, Odysseus carried some flaws at the beginning of the story. A strong case can be made that his biggest flaw as a character was pride as it caused him unnecessary risks that only delayed his journey and possibly endangered his men. This is evidently shown when Odysseus and his crew wander around in Polyphemos cave. After the confrontation with the Polyphemos, Odysseus and his men escaped by stabbing Polyphemos’ in t he eye while he was asleep. Once Odysseus and his men were safe on board on their ship, Odysseus took it upon himself to reveal his true identity and proceeded to taunt Polyphemos. AtShow MoreRelatedSundiata Essay971 Words   |  4 Pages Epics Sundiata was written in Africa. Gilgamesh was the oldest one written. Other works include the Iliad and the Odyssey, which were written by the blind prophet Homer. What do all these works of literature have in common with each other? The similarity that all these works of literature have is that they are all epics. What does this mean? What is an epic? The definition of an epic is that an epic is a long, narrative poem with a hero that goes on a quest. What is the hero? Well, the characteristicsRead MoreThe Epic Of An Epic886 Words   |  4 PagesIn Literature, an epic is defined as a long poem, in which there are one or more heroes. 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Human Resource Management for the Events Sector

Question: Describe about human resource management for the events sector, the staffing requirements of the royal ascot event and human resource management challenges. Answer: Introduction: Human Resource Management for the Events Sector In this report will discuss and identify the challenges related to the staffing of the human resource management. This report will also help in establishing a good understanding regarding the issues related to the staffing and the human resources by an organisation during the events. The objective of the report is to understand the event management and the way it systematically plans and organise the events with the managing resources. The challenges will also be mentioned, which the event management faces such as the training, recruitment and the contractual issues (Stone and Deadrick, 2015). The report will discuss about the Royal Ascot events and the challenges which the human resources face while the staffing requirement regarding the qualifications and the numbers. The wide range of the objectives and goals, are to be established, and achieved with the perfect strategic workforce plan during the process of the event management. The objective of the report is to reduce such uncer tainty which normally occurs while achieving the objectives and goals of the event. The human resource management plays a significant role in the organisation of the event, as these events are the unique and the temporary endeavours having some specific objective which is completed within the given time and budget and also requires coordination of the different areas. The staffing requirements of the Royal Ascot Event: The staffing requirement for the ascot event is similarly diverse as the event itself. Such adequate staffs are to be recruited as per the number of the guests which are to be anticipated in the Event of the Royal Ascot. Such required staffs are to be employed, which is capable of handling the multiple tasks of a successful event. The event of Royal Ascot was founded by the Queen Anne in the year 1711. The Royal Ascot is considered as one of the major event in the social calendar of the British. Hence, for such a great event the staffing requirement is to be done with best. The staffing encompasses of the individuals such as the drivers, coat-checkers, servers, special assistants, and agents, related to the customer information, ticket takers and the attendants related to the valet parking. The staff role also relies on the event and the variety of the services provided to the guest for the pleasant experience in the event of the Royal Ascot. The Royal ascot requires staffing coordinators who will be responsible for providing the VIPs facility to the guest facility at the event. The Key for a successful event is to hire the right people with the right skills. The planning of the event can be turned into disaster with the insufficiency of the talent. The staffing should also have a strong communication, verbal and written communication skills for the happening event. The focus of the staff in the event of the Royal Ascot is to provide the best customer service as recognised by name the customer should be treated royally (Welbourne, 2009). The Royal Ascot is considered as the great event not because of its racing buzz or the show elegance, but the combination of the great customer services which is to be provided at the event by the Royal Scott. Human resource management challenges: The task of the human resource management is one of the major tasks and also the success of the event depends upon the performance of the staff members at the time of the event. The human resources face the challenges of the distinctiveness and uniqueness, which is to be achieved by the event. The human resources face the challenge of meeting and identifying the training requirement of the staff for every event as the staffing requirement differs in every event of the Royal Ascot. The human resources also have to identify the appropriate skills and knowledge which is required by the staff for the event management. The human resource management of the Royal Ascot also faces the challenges of the requirement of the short term staff for some of the specialised events and can approach the temporary hiring, volunteer recruiting or the agency staff or the on the contractual services (de Gama, McKenna and Peticca-Harris, 2012). In some case of the events of the Royal Ascot there was only two percent of the entire event staff, whereas in the event 51 percent is the contractors, forty seven percent are the volunteer within the majority of the workforce. It is the responsibility of the human resource management to hire such an event manager who manages the coordination between the supplier and the organisers. The Staffing sometimes faces the emotional and a physical issue, the staff of the Royal Ascot sometimes has to work in the dusty and hot conditions after doing the several jobs. The staffing in the Royal Ascot also faces the issues of the sunburns, wild animals and dehydration and also the not mentioned logistics challenges that keep the staff busy for the 24 hours. It is the duty of the human resource management to ensure the safe and healthy environment for its workers (D'Cruz, Noronha and Beale, 2014). Running an event is not only a complex, but also a difficult task which is to be influenced by many factors. The successful event has to follow a proper plan and issues related to the health and safeties are to be managed for the successful event. Hence, many of the challenges are to be faced by the Human resource management during the event management of the Royal Ascot related to the induction, recruitment and training of the staff (Guenter, Hetty van Emmerik and Schreurs, 2014). Its been a huge event many objectives are to be achieved by the human resources with the given time frame is one of the major challenges for the HR management. Strategies for HRM professionals: For a successful event the human resource management has to keep its staff engaged in the services of the event and also to communicate with the staff regularly and also make them aware of the situations of the events (Friedman and Edwards, n.d.). The Human resource must also challenge to build the confidence with thin the staff and make them prepared to deceiver the excellent services to the guests of the event. The human resources for a successful event have to recruit such suitable candidates which favour the growth and competitiveness of the successful event. For the better performance of the staff the Human resources has to identify and meet the training requirements of the existing staff. Motivation shall be the key component of the HR management process. Motivation is something which actually commits the human beings to perform regularly a task or course of action, keeps him energetic and also enthusiastic to carry on a particular work. Itenablespeople to achievethe aimed goals,though the concerned goals may or may not of their own. Thequality as well as the capacity or the ability so as to motivate the other people and to perform fundamentally a task is concerned with the exceptional skills which are rarely found among the people. Withoutproper and appropriate motivation, the salaried staff or the employees or the volunteers may lack the basic enthusiasm level to perform a task or to complete the aimed jobs with appropriate or required quality service (Hamori, 2007). The Hertzbergs theory clearly discusses about the fact that the eventmanagers cannodoubtly motivate as well as keep the employees working with full zeal and enthusiasm with the following important facts: Proper instituting of the processes of the recognizing the achievement of the staff and the well performing staff. Always trusting andempowering the employees so that they may take the self responsibility to ensure the required outcome as far as their individual responsibility is concerned (Dr.P.Krishnakumar and B.Elakiya, 2012). Ensure is providing equal and appropriate opportunities for the staff to grow in their skills, expertise and experiences. It further also suggests that the event managers are necessarily required to be always conscious of the most hygiene factors which can for sure act as the demotivators among them. It also includes the attitudes of the supervisors or the path showers, and the working conditions like the time taken for the meals/coffee and other kinds of refreshment break plus hours of their continuing work. The main status of the job as compared to otherjob segments such as the comparison of the wastemanagement officers segment with that of the segment of the work of the publicity coordinator. The theory of the Hertzberg and the Maslow, provide the job managers with some important understanding of the work-related things or the factors which initiates the motivation, it also focuses appropriate attention on the significance of the needs of the staff and the satisfaction level of the employees working under them. Mr. Goldblatt (2011, p.141) has mentioned the employees as the lifeblood of so many of the events in the absence of which all the concerned events is not at all possible or it may be a stupid thinking of having completed them as per satisfaction level of the company without their wholehearted efforts (Pudelko, Reiche and Carr, 2014). The Volunteers or the honest workers commit their precious skills, time and their effort for the aim of the benefit of an event irrespective to the financial compensation. For the reason of being an effective recruit, retaining and also rewarding the employees for the ultimate benefit of the company is of vital importance. The employees feel to get something in return for their efforts being made for the profit earning motive of the company, if they are not properly handled they may switch and move to any other organisations and the concerned company may lose their expertise and their grip upon their retention level. Monga in the year (2006) has develope d a significant model with the below mentioned five dimensions of the motivation to the volunteer: Affiliatory motivations: This motivational concept basically deals with the event as well as its content. The Volunteers feel attached and affiliated to the events purpose and activities and also like to give their best and contribute to the success of the aimed targets (Stone and Deadrick, 2015). Altruistic motivations: It is a benevolent want or desire so as to help others, and in return to give it to the society and also to contribute to the betterment of the society as a whole. Instrumentalist motivations: Reasons for the volunteering are very much connected with the likings as well as the expectations of some personal benefits. It could be career and skills enhancement, etc. Other kinds of personal rewards are also a part of the souvenirs and the freeentry to the event (Welbourne, 2009). Egoistic motivations: These kinds of motivations are very self-centred, intangible and intrinsic by nature. They can also derive enhanced quality of self-esteem and thus at last expect thefulfilling experiences. Solitary motivations: A person with the solitary further motives the volunteer as is stimulated by the opportunities for the social relationships so asto foster the interpersonal community cohesion and relationships. Conclusion: The HR Management in the events of the company or the industry deserves very careful attention refer the challenging and special context. Thus the fluctuating as well as the pulsating demand for the wants of human labour, there are many of the events which are staffed with some kinds of short-term personnel in special kinds of the work arrangements. (Chen, 2009) There might be a possibility that some may not be straight way employed by the organised event for the organization and some may not be employed, it is the prime duty of the HR Management to line up with all these kinds of people behind a common goal to perform for the fulfilment of the company goals. Thus, it is prompt requirement to establish and employ a transformational style of the leadership that seems to be appropriate for inspiring, unifying, and motivating a diverse team. Thus the industry is required to clearly appoint, administer and control the employees in a manner which creates their energy level to new heights and also motivates them to be a part of the same company for long. References Chen, W. (2009). Business Risks, Business Strategies, HRM and De-Globalization.Asian Social Science, 5(1). D'Cruz, P., Noronha, E. and Beale, D. (2014). The workplace bullying-organizational change interface: emerging challenges for human resource management.The International Journal of Human Resource Management, 25(10), pp.1434-1459. de Gama, N., McKenna, S. and Peticca-Harris, A. (2012). Ethics and HRM: Theoretical and Conceptual Analysis.J Bus Ethics, 111(1), pp.97-108. Dr.P.Krishnakumar, D. and B.Elakiya, B. (2012). The Benefits and Challenges of Human Resource Audit.IJSR, 3(6), pp.213-214. Friedman, B. and Edwards, A. (n.d.). Using Current Events Articles to Facilitate Learning Human Resource Management.SSRN Electronic Journal. Guenter, H., Hetty van Emmerik, I. and Schreurs, B. (2014). The negative effects of delays in information exchange: Looking at workplace relationships from an affective events perspective.Human Resource Management Review, 24(4), pp.283-298. Hamori, M. (2007). Career success after stigmatizing organizational events.Human Resource Management, 46(4), pp.493-511. Hamori, M. (2007). Career success after stigmatizing organizational events.Human Resource Management, 46(4), pp.493-511. Pudelko, M., Reiche, B. and Carr, C. (2014). Recent developments and emerging challenges in international human resource management.The International Journal of Human Resource Management, 26(2), pp.127-135. Stone, D. and Deadrick, D. (2015). Challenges and opportunities affecting the future of human resource management.Human Resource Management Review, 25(2), pp.139-145. Welbourne, T. (2009). HRM for HR professionals (or HR for HR).Human Resource Management, 48(5), pp.675-676.