Supply chain disruptions continue to drive up prices and lead to a growing shortage of goods across the U.S. and abroad.
Nothing in business is risk-free. Every department in a company needs to deal with risk daily.
Risk management appears to be a simple concept, yet it is a highly complicated aspect of organizational and procurement strategy.
We all know that procurement must be dependable and secure. Hence, it's crucial to control and mitigate the variety of risks connected with business operations to achieve success.
Suppliers are mission-critical partners for business success. Unfortunately, too often, an “arm’s length” relationship creates problems that are revealed only after it’s too late.
When suppliers feel conversations only occur after poor performances, the opportunity to have a productive, collaborative conversation may already be over.
With unemployment claims skyrocketing to almost 10 million at the end of March and expected to jump by millions more, COVID-19-driven economic jolts have quickly shifted the labor environment to the most volatile we’ve seen – well, ever.
Training a company’s team members is a foundational step in running a company, but it is often forgotten when busy times hit. This is a big mistake. Putting the time and effort into designing a training program that suits the unique needs of procurement will drive more effective results in less time. Employees will be better equipped to manage the various situations and surprises that sourcing across numerous categories brings about.
During the 2006 economic downturn in Puerto Rico, many jobs were lost and people left the island. Fast forward to 2017 when Hurricane Maria made the problem even worse. People left the island in masses; and many didn’t come back. It’s often said that every Puerto Rican knows someone who died and someone who left as a result of the devastation.
Just as we saw in virtually every other industry, the global pandemic forced manufacturers to reevaluate where and how work gets done, accelerating the pace of digital transformation that was already well underway. It also busted one persistent myth: work from home (WFH) is simply not an option for many manufacturing job roles.
In fact, the latest numbers show the success of WFH – a surprise to many industry leaders – has laid the groundwork for an even more interesting discussion. If workers can be distributed successfully, why not manufacturing capacity?
Manufacturing growth has skyrocketed over the last few decades, but the industry continues to lag in growing its most important asset: its people. A spike in retirements, paired with a drop in analytical leaders entering the field, is creating demand for procurement and supply chain talent that far outpaces supply.
If you’re in Talent Acquisition or Procurement, you know all too well that hiring people – whether employee or non-employee – can be complex and time-consuming. When you’re busy with the day to day, it’s easy to get distracted from tackling process improvements. Yet, it’s not hard to simplify and modernize procedures for your hiring managers. Some simple improvements can make sourcing external workers a more streamlined process.
As the world slowly moves past the Covid-19 pandemic with the arrival of the vaccines, the job market is starting to gather itself and get back into momentum. But the newer challenges for organizations that arise daily have rendered recruitment to take a back seat. A well-established recruitment strategy can be your redeemer in the coming post-COVID era as you start re-establishing your company, even though it may be tricky to envision what HR will look like in a post-pandemic world.
When change is difficult it sometimes takes a little nudge to move in the right direction. Like many business environments, the contact center industry wasn’t nudged this year—it was pushed.
With most call center providers still cemented in the brick-and-mortar model, the COVID-19 pandemic accelerated the need for transformation. This is due to the restriction of operations at these businesses as well as employees’ hesitations to work on busy call center floors.
Since COVID-19 first arrived in the UK, some 9.6 million workers have experienced the furlough scheme. Despite many continuing to work from home, plenty of organizations are now transitioning back to the workplace. Decision-makers must carefully consider how they can best support staff through this experience.
Since March, tens of millions of Americans have lost their jobs, bringing the United States’ unemployment rate to its highest point since the Great Depression. The near-term pain is obvious, but how will this seismic economic event influence the workforce a generation from now?
The Benefits of Hiring Moms
Companies in the UK continue to overlook the significant benefits that come with hiring moms wanting to return to the workplace. In fact, senior decision-makers underestimate the host of skills moms come equipped with, all of which they would not have had the opportunity to develop if they had remained within a role leveraging the same skills every day. These include, but are certainly not limited to, increased productivity, efficiency, empathy and a greater capacity to multitask.
We are in an unprecedented time around the world, with an extremely wide gap in coping skills. Finding calm and peaceful moments is more important than ever right now. Chronic stress and anxiety takes an incredible toll on many bodily systems, most crucially, the immune system. If we can regulate our own emotions, we can pay better attention to those around us and increase empathy and morale.