Labor Management in the Supply Chain

Introduction Labor management involves the constant evaluation measurement and adaptation of labor in the daily business operations. Labor is considered one of the factors that contribute to direct costs within the company, and therefore a sufficient labor supply manage management is necessary. Besides labor management also provides to the overall output processes at the company. It is therefore considered essential to make maximum use of the labor capability to take care of the management strategy. A workforce engaged in a continuous process of production is likely to be innovative and likely to encourage continuous processing of the operations at each level. Time and trend of participation determine when the employees will be available for work at the organization. The sustainability of the idea touches on integration of the concept within the labor operation systems and not just the time clock systems within the body.

One of the areas that preferably needs readjustment within the labor management systems is the time and attendance trend of the employees. The clocks systems used provides a disconnect between the exact time of arrival of the employees and the real time of beginning the tasks within the organization. The same method also works during periods of measuring idle time within the body. The system also allows the supervisors to evaluate the effect of labor performance problems within the organization. Labor performance problems can be identified where the system for reporting employees is available within an organization. For instance, in the process of measuring productivity within a labor force, an employee supervisor can quickly identify the problems based on the level of productivity within different time periods.

Measuring the level of performance within diverse periods also creates the mechanism for a solution to problems before they escalate beyond the control of the organization. The efficient use of monitoring systems to determine problems within the employee links encourages employees to identify the cause of the problem and report the decline in performance to the supervisors. Many institutions struck off the incentive management system at their facilities. Incentive mechanisms of rewarding employees often involve complex calculations within the agencies. Generation of incentive pay amounts requires the application of company rules of awarding the incentives and detailed customers data based on the level of productivity of each employee. The use of incentives has proved successful in improving the productivity of employees at the institutions, particularly where employees perform tiring tasks that can quickly create boredom(Berliner et al.

,2015) Most of the incentive mechanisms of calculation involves creating various limits of performance that would warrant receipt of incentives. Integration of score carding techniques within the systems ensures the possible problems that may result from the organization are completely put into control. Conclusion In conclusion, labor management within the supply chain requires consideration of several areas such as timing and attendance, score carding and data management, performance measurement and incentives and rewards. All the listed for control of labor supply within an organization requires an insight due to lack of maximum utilization. References. Berliner, D. Distelhorst, G. , Hainmueller, J. , & Locke, R. M. Does lean improve labor standards? Management and social performance in the Nike supply chain. , & Turner, D. A.  U. S.