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In organizational studies, resource management is the efficient and effective development of an organization's resources when they are needed. Such resources may include the financial resources, inventory, human skills, production resources, or information technology (IT) and natural resources.
The focal organization obtains some resources from the social actor making the demands. The resource is a critical or important part of the focal organization's operation. The social actor controls the allocation, access, or use of the resource; alternative sources for the resource are not available to the focal organization.
Strategic planning is an organization's process of defining its strategy or direction, and making decisions on allocating its resources to attain strategic goals.. Furthermore, it may also extend to control mechanisms for guiding the implementation of the strategy.
A supply chain is the network of all the individuals, organizations, resources, activities and technology involved in the creation and sale of a product. A supply chain encompasses everything from the delivery of source materials from the supplier to the manufacturer through to its eventual delivery to the end user.
Human resources (HR) is the set of people who make up the workforce of an organization, business sector, industry, or economy. [ 1 ] [ 2 ] A narrower concept is human capital , the knowledge and skills which the individuals command. [ 3 ]
For employees, organizations serve as important sources of socioemotional resources like respect and care, as well as tangible benefits like wages and medical benefits. Being regarded highly by the organization helps to meet employees' needs for approval, esteem, and affiliation.
HR metrics is important because it allows organizations to make the connection between the value of what HR is doing and the outcomes of the business. If HR professionals don't measure their function's effectiveness and providing decision-making leaders the data they need, HR will continue to be undermined and eventually sidelined when it comes ...
In economics, organizational effectiveness is defined in terms of profitability and the minimisation of problems related to high employee turnover and absenteeism. [4] As the market for competent employees is subject to supply and demand pressures, firms must offer incentives that are not too low to discourage applicants from applying, and not too unnecessarily high as to detract from the firm ...