November 4, 2012

MU0017 [Talent Management & Employee Retention] Set1 Q5

Q.5 Discuss the role of HR in Talent Management?


Talent Management involves identifying the right talents and developing those talents into personnel competencies, which is required by the organisation to have highly efficient and high performance human capital.

In the recent years, as the demographics of workforces have changed, organisations of all size consider talent management as a crucial activity. The importance laid on talent management has increased the pressure on HR department in an organisation. The HR acts as a backbone for Talent Management. The HR is responsible for the training and development activities of an employee in an organisation. When it comes to talent management the HR’s role is concerned with enhancing the development, attraction, and retention of their employees. The HR is responsible to establish talent management initiatives. In an organisation, apart from transactions and administrations, the HR is burdened to take more responsibility to become a talent expert.

The important areas of talent management that forms a part of HR planning are:
• Providing value for individuals by creating and maintaining an organisational culture.
• Identify the needs of an organisation.
• Training and developing employees to meet the organisational needs.
• Recruiting talented people, who are capable of providing further job needs,
• Conducting and managing HR activities to support talent the development of talent in an organisation.

It is the responsibility of the HR to view talent assets of an employee at an individual level. This helps the HR to know what skills, experience, and training each employee brings to the table or needs to acquire.

For HR to evaluate the existing skill sets in the industry, they first need to understand how to go about filling current and future skill gaps. This is possible if talent is viewed enterprise-wide at an aggregate level.

The crucial role of an HR is to attract talented personnel. These days the improvement in the economy and retirement of Baby Boomer creates competition for newer talented personnel.

As majority of the employees in an organisation look out for new and better employment opportunities, the HR is responsible for retaining the employees. This can be done by following successful employee retention strategies.

The HR are responsible for providing opportunities for employees who prefer to develop their skills and talent and accept challenging work along with compensation.

The employees prefer to grow in their career. This can be done by the HR by organising programs for professional and entry- to mid-level managers.

The following figure shows the roles of a HR in talent management.
Figure: Roles of a HR in Talent Management

Let us now discuss each of these roles in detail.

Getting the best employee
The HR is responsible for implementing the planned workforce in an organisation. Workforce planning is getting "the right number of people with the right skills, experiences, and competencies in the right jobs at the right time."

The HR is responsible to attract the employee with the right talent by considering the organisation’s goals, strategic plan, budget, resources, and a set of desired workforce competencies.

Getting the best employee is nothing but hiring the right talent. Here Right talent means candidates with relevant skill sets and qualifications. Hiring the right employee creates a foundation for more effective performance by the employees, teams, and the company on the whole. Hiring an employee with irrelevant skill sets and qualifications reduces the quality of work and increases the cost of rework. It also reduces the performance of the team and in turn the company.

Before hiring, the best employee the HR must have knowledge of the following:
• The HR must know what he is hiring for. The HR must also determine the skill and the personnel attribute required by a candidate that matches with the requirement of the job.
• The HR must know the tasks and the responsibilities involved in the job. This is necessary because, the HR will have to give the summary of the job tasks, responsibilities, and objectives of the job to the employee.
• The HR must also have knowledge of the educational qualification and experience required for doing the job. This is because the education and experience are considered as the two most important characteristics while evaluating a candidate for a job.
• HR must understand the characteristics required by the personal to grown in the organisation. For example, the interpersonal skill that is required by an individual to be a team leader.
• HR must have knowledge of the organisation’s culture. For example giving the hired employee team-orientation, explaining the process followed in the company, the reward system, mission, needs, and goals of the company.

The best employee is the person with:
The right education + the right experience + a compactable personality.

Paying employees and providing benefits

The HR is responsible for administrating the pay and benefits of the employees. The employee’s pay and the benefits provided to them play an important role in motivating them. The HR calculates and summarises the salary structure to the employee, explaining the employee the pay offered apart from the bonuses, commissions, and other performance related pay. The HR keeps track of each employee’s earnings and benefits. The HR maintains an extensive record for this purpose and shares the same with the management, government, employees and others in the organisation. The HR also provides employee benefits like health insurance, dental insurance, life insurance and so on. The HR also keeps a track of the vacations pay, holiday pay and the maternity leave of the employee.

Training employees
These days we see that many companies offer some sort of introductory training or orientation for their new employees. The training programs are an integral part of the HR department to achieve the objectives of the organisation. The HR organises and conducts training programs for the employees. This helps them develop the required capabilities and skills to perform the tasks assigned to them in a consistent manner. Successful implementation of the training programs increases the performance and the overall productivity of the organisation.

Training programs help the employees to develop a greater sense of self-worth, dignity, and well-being. Through training they become more valuable to the firm and to the society. As training increases the productivity of the employee, they can obtain pay benefits, appraisals and obtain better share of material gains.

Employee training is important for the following reasons. It:
• Updates the skills and knowledge of employees on the recent development in tools and technologies.
• Updates the knowledge of employees in on other fields and areas apart from their area of specialisation. This is required in a multidimensional work place.
• Exposes new employees passed out from college to practical implementation of what they have studied.
• Provides career advancement for employees.
• Motivates the employees to perform well.
• Helps the organisation to bridge the gap between the requirement of skills and the availability of skills.
• Helps in employee retention.

Ensuring compliance to regulations
HR compliance is important for any business in the present day’s legal environment. Effective HR compliance programs need to be integrated into any business strategies. It is a process of telling the proper behaviours of an individual or a group in an organisation. The process also assures that the employees properly understand and follow all the laws and processes set by the organisation. The HR must know all the laws and the appropriate policies developed by the organisation.

The HR is responsible to communicate all the policies to every level of employees in the organisation. They must also explain them the consequences for non adherence of the policies. The non adherence of policies results in investigation and punishment procedures. The HR must not only communicate the policies but also make sure that the policies are properly implemented and followed by the employees.

To ensure compliance to regulations, the HR must:
• Have the right skills and experience to support the compliance process.
• Be up dated with all the laws as the laws change constantly, and communicate the same to all the employees.
• Create manuals on HR policy, regularly update it, and get it reviewed by the lawyer before implementing it.
• Train managers and review the policy with each manager, as they interact regularly with the employees. They must also ensure that the managers adhere to the policies and be role models for other employees.
• Train employees, bring awareness among the employees on the issues like sexual harassment, and update employees about the new policies.
• Listen to all the employees when they come with an issue. This helps the HR to know the cause for the compliance risk, mange those risks, and bring it to the notice of other employees of the organisation.
• Provide feedback to ensure employees meet the expectation. HR must also provide employees an opportunity to correct their mistakes.
• Document all the policies, key decisions, and employee evaluation. A copy of the policy must be given to every employee. The failure to document can leave the HR prone to non-compliance claims.
The policies developed by an organisation depend on the nature and needs of the organisation. An organisation may possess the following policies:
• Policies on work schedule like working hours per day, lunch breaks, holidays, sick leaves, personal leaves, loss of pay (LOP) leaves and so on.
• Compensation policies like overtime compensation, increase in salary due to promotional, reduction in salary increase due to poor performance, and so on.

An organisation adopts laws to govern matters like employee job security, pay, health and safety, opportunities, benefits, and so on.

Ensuring safe work environments
Every employee in an organisation that is, from supervisor to workers has a right for safe and healthy workplace. The HR managers must develop safety programs, policies, and a clear workable plan for having a safe workplace. The safety programs like seasonal vaccinations and training the employee in handling emergency situations must be carried out. The management must be train employees on safety issues with the help of safety programs. This helps in bringing in accountability and compliance. The best way to make employees excited with safety issues is to involve them in safety committees, make the part of safety inspection, set goals and so on. Doing this helps the employee feel free to communicate these safety issues to their colleagues and others in the organisation.

Ensuring safety at workplace also involves:
• Diversity management: this involves managing diversity issues like gender, nationality, racism, physical appearance, and so on. The HR is responsible to develop and implement diversity plan as the employees approach the HR directly if they face any such issues.
• Dealing with drugs in the workplace: some employees get into the habit of taking drugs or alcohol due to the constant work pressure as well as some personal issues. It is the responsibility of the HR to ensure drug-free work place by implementing drug free policy or conducting drug tests for employees.
• Ergonomics for employee safety: the employees can be trained to use ergonomics in order to overcome work pressure and work safely.
• Dealing with HIV/AIDS in the workplace: This is to encourage people to support individuals suffering from HIV/AIDS. It also involves fighting and prevention against HIV/AIDS.
• Preventing violence in the workplace: The HR is responsible to prevent violence at work place such as threatening or employees killing their colleagues by implementing policies and procedures.
• Supporting spirituality in the workplace: Realising that every employee has his/her own belief, respecting their beliefs, and allowing them to hold on to their beliefs is the responsibility of the HR. this helps in creating a friendly environment.

Sustaining high-performing employees
In today’s market it is not only difficult to hire an employee but it is also difficult to sustain high performing employee. These days’ employees working for an organisation look forward for opportunities apart from benefits and compensation. The HR believe that most of the employees look out for other companies which can offer them better environment for growth, compensation and benefits. They believe that some look out for other companies which offer better friendly environment, where they can involve in decision process and be a part of the team. The amount of job stress and the disability to balance between work and home also forces the employees to leave their jobs.

Employee retention is difficult to handle because there are many factors that affects it. The HR conducts surveys to know the reason why employees leave the job. They also conduct exit interviews to get a feedback from the relieving employees on the areas of improvement. The HR improves retention by improving the communication between the management and the employees. They also conduct training and provide development opportunities to retain the employees. The HR must make sure the candidate hired fits the job and the work culture. The HR must recognise and understand the important retention drivers, but often many HR fail to realise these factors more than they understand them. The HR must make sure the employee values the work they do, which is important for retention.

The HR must possess strong leadership and strong leadership and sound management practices to convince and retain the employee.

No comments:

Post a Comment


1st Sem (common) Subjects (150) 1st Sem BBA (10) 2nd Sem (common) Subjects (70) 2nd Sem BBA (10) 3rd Sem Banking Management (30) 3rd Sem BBA (8) 3rd Sem core/common subjects (37) 3rd Sem Environmental Management (2) 3rd Sem Event Management (8) 3rd Sem Finance Management (113) 3rd Sem HEALTH SERVICE MANAGEMENT (HSM/HCS) (65) 3rd Sem Human Resource Management (98) 3rd Sem Information Systems Management (8) 3rd Sem International Business (34) 3rd Sem Marketing Management (129) 3rd Sem Operations Management (8) 3rd Sem Project Management (103) 3rd Sem Retail Operations Management (8) 3rd Sem Supply Chain Management (SCM) (16) 3rd Sem Total Quality Management (TQM) (16) 4th Sem Banking Management (38) 4th Sem core/common subjects (65) 4th Sem Event Management (8) 4th Sem Finance Management (8) 4th Sem HEALTH SERVICE MANAGEMENT (HSM/HCS) (21) 4th Sem Human Resource Management (104) 4th Sem Information Systems Management (8) 4th Sem International Business (12) 4th Sem Marketing Management (8) 4th Sem Operations Management (37) 4th Sem Project Management (56) 4th Sem Retail Operations Management (8) 4th Sem Supply Chain Management (SCM) (8) 4th Sem Total Quality Management (TQM) (8) BBA101 - Communication Skills (2) BBA101 Set1 (1) BBA101 Set2 (1) BBA102 - Organization Behaviour (2) BBA102 Set1 (1) BBA102 Set2 (1) BBA103 - Business Environment (2) BBA103 Set1 (1) BBA103 Set2 (1) BBA104 - Quantitative Techniques in Business (2) BBA104 Set1 (1) BBA104 Set2 (1) BBA105 - Computer Fundamentals (2) BBA105 Set1 (1) BBA105 Set2 (1) BBA201 - Research Methods (2) BBA201 Set1 (1) BBA201 Set2 (1) BBA202 - Business Strategy (2) BBA202 Set1 (1) BBA202 Set2 (1) BBA203 - Financial Accounting (2) BBA203 Set1 (1) BBA203 Set2 (1) BBA204 - Marketing Management (2) BBA204 Set1 (1) BBA204 Set2 (1) BBA205 - Management Information Systems (2) BBA205 Set1 (1) BBA205 Set2 (1) BBA301 - Legal and Regulatory Framework (2) BBA301 Set1 (1) BBA301 Set2 (1) BBA302 - Human Resource Management (2) BBA302 Set1 (1) BBA302 Set2 (1) BBA303 - Quality Management (2) BBA303 Set1 (1) BBA303 Set2 (1) BBA304 - Advertising and sales (2) BBA304 Set1 (1) BBA304 Set2 (1) Differences between Managers and Leaders (1) EM0001 - Fundamentals of Environment (2) EM0001 Set1 (1) EM0001 Set2 (1) ET0001 - Human resource management for events (2) ET0001 Set1 (1) ET0001 Set2 (1) ET0002 - Corporate Event Project Management (2) ET0002 Set1 (1) ET0002 Set2 (1) ET0003 - Event marketing and management (2) ET0003 Set1 (1) ET0003 Set2 (1) ET0004 - Event Finance Management (2) ET0004 Set1 (1) ET0004 Set2 (1) ET0006 - Event Risk Management (2) ET0006 Set1 (1) ET0006 Set2 (1) ET0007 - Entrepreneurship (2) ET0007 Set1 (1) ET0007 Set2 (1) ET0008 - Special Events (2) ET0008 Set1 (1) ET0008 Set2 (1) ET0009 - Event Management for Tourism (2) ET0009 Set1 (1) ET0009 Set2 (1) IB0010 - International Financial Management (9) IB0010 Set1 (7) IB0010 Set2 (2) IB0011 - International Marketing (9) IB0011 Set1 (2) IB0011 Set2 (7) IB0012 - Management of Multinational Corporations (8) IB0012 Set1 (7) IB0012 Set2 (1) IB0013 - Export-Import Management (8) IB0013 Set1 (7) IB0013 Set2 (1) IB0015 - Foreign Trade of India (6) IB0015 Set1 (3) IB0015 Set2 (3) IB0016 - International Logistics and Distribution Management (2) IB0016 Set1 (1) IB0016 Set2 (1) IB0017 - International Business Environment and International Law (2) IB0017 Set1 (1) IB0017 Set2 (1) IB0018 - Export Import Finance (2) IB0018 Set1 (1) IB0018 Set2 (1) MA0036 - Financial Systems and Commercial Banking (14) MA0036 Set1 (7) MA0036 Set2 (7) MA0037 - Banking Related Laws and Practices (12) MA0037 Set1 (6) MA0037 Set2 (6) MA0038 - Banking Operations (2) MA0038 Set1 (1) MA0038 Set2 (1) MA0039 - Retail Banking (2) MA0039 Set1 (1) MA0039 Set2 (1) MA0040 (1) MA0041 - Merchant Banking and Financial Services (5) MA0041 Set1 (3) MA0041 Set2 (2) MA0042 - Treasury Management (14) MA0042 Set1 (7) MA0042 Set2 (7) MA0043 - Corporate Banking (9) MA0043 Set1 (5) MA0043 Set2 (4) MA0044 - Institutional Banking (10) MA0044 Set1 (8) MA0044 Set2 (2) MB0038 - Management Process and Organization Behavior (24) MB0038 Set1 (16) MB0038 Set2 (9) MB0039 - Business Communication (24) MB0039 Set1 (15) MB0039 Set2 (9) MB0040 - STATISTICS FOR MANAGEMENT (24) MB0040 Set1 (15) MB0040 Set2 (9) MB0041 - Financial Management and Accounting (24) MB0041 Set1 (15) MB0041 Set2 (9) MB0042 - Managerial Economics (30) MB0042 Set1 (15) MB0042 Set2 (15) MB0043 - Human Resource Management (24) MB0043 Set1 (15) MB0043 Set2 (9) MB0044 - PRODUCTION and OPERATIONS MANAGEMENT (16) MB0044 Set1 (8) MB0044 Set2 (8) MB0045 - Financial Management (9) MB0045 Set1 (7) MB0045 Set2 (2) MB0046 - Marketing Management (10) MB0046 Set1 (8) MB0046 Set2 (2) MB0047 - MANAGEMENT INFORMATION SYSTEMS (15) MB0047 Set1 (8) MB0047 Set2 (7) MB0048 - OPERATIONS RESEARCH (10) MB0048 Set1 (8) MB0048 Set2 (2) MB0049 - Project Management (10) MB0049 Set1 (8) MB0049 Set2 (2) MB0050 - Research Methodology (20) MB0050 Set1 (10) MB0050 Set2 (10) MB0051 - Legal Aspects of Business (17) MB0051 Set1 (13) MB0051 Set2 (4) MB0052 - Strategic Management and Business Policy (30) MB0052 Set1 (15) MB0052 Set2 (15) MB0053 - International Business Management (35) MB0053 Set1 (19) MB0053 Set2 (16) MF0010 - Security Analysis and Portfolio Management (39) MF0010 Set1 (21) MF0010 Set2 (18) MF0011 - Mergers and Acquisitions (24) MF0011 Set1 (14) MF0011 Set2 (10) MF0012 - Taxation Management (25) MF0012 Set1 (16) MF0012 Set2 (9) MF0013 - Internal Audit and Control (25) MF0013 Set1 (16) MF0013 Set2 (9) MF0014 (1) MF0015 - International Financial Management (2) MF0015 Set1 (1) MF0015 Set2 (1) MF0016 - Treasury Management (2) MF0016 Set1 (1) MF0016 Set2 (1) MF0017 - Merchant Banking and Financial Services (2) MF0017 Set1 (1) MF0017 Set2 (1) MF0018 - Insurance and Risk Management (2) MF0018 Set1 (1) MF0018 Set2 (1) MH0051 - Health Administration (15) MH0051 Set1 (5) MH0051 Set2 (10) MH0052 - Hospital Organisation Operations and Planning (26) MH0052 Set1 (12) MH0052 Set2 (14) MH0053 - Hospital and Healthcare Information Management (11) MH0053 Set1 (3) MH0053 Set2 (8) MH0054 - Finance Economics and Planning in HCS (13) MH0054 Set1 (10) MH0054 Set2 (3) MH0055 (1) MH0056 - Public Relations and Marketing for Healthcare Organisation (6) MH0056 Set1 (3) MH0056 Set2 (3) MH0057 - Management of Healthcare Human Resources (5) MH0057 Set1 (2) MH0057 Set2 (3) MH0058 - Legal Aspects in Healthcare Administration (5) MH0058 Set1 (3) MH0058 Set2 (2) MH0059 - Quality Management in HCS (5) MH0059 Set1 (3) MH0059 Set2 (2) MI0014 (1) MI0033 - Software Engineering (2) MI0033 Set1 (1) MI0033 Set2 (1) MI0034 - Database Management System (2) MI0034 Set1 (1) MI0034 Set2 (1) MI0035 - Computer Network (2) MI0035 Set1 (1) MI0035 Set2 (1) MI0036 - BUSINESS INTELLIGENCE TOOLS (2) MI0036 Set1 (1) MI0036 Set2 (1) MI0038 - Enterprise Resource Planning (2) MI0038 Set1 (1) MI0038 Set2 (1) MI0039 - eCommerce (2) MI0039 Set1 (1) MI0039 Set2 (1) MI0040 - Technology Management (2) MI0040 Set1 (1) MI0040 Set2 (1) MI0041 - Java and Web Design (2) MI0041 Set1 (1) MI0041 Set2 (1) MK0010 - Sales Distribution and Supply Chain Management (33) MK0010 Set1 (17) MK0010 Set2 (16) MK0011 - Consumer Behaviour (31) MK0011 Set1 (16) MK0011 Set2 (15) MK0012 - Retail Marketing (42) MK0012 Set1 (20) MK0012 Set2 (22) MK0013 - Market Research (23) MK0013 Set1 (12) MK0013 Set2 (11) MK0014 (1) MK0015 - Service Marketing And Customer Relationship Management (2) MK0015 Set1 (1) MK0015 Set2 (1) MK0016 - Advertising Management and Sales Promotion (2) MK0016 Set1 (1) MK0016 Set2 (1) MK0017 - eMarketing (2) MK0017 Set1 (1) MK0017 Set2 (1) MK0018 - International Marketing (2) MK0018 Set1 (1) MK0018 Set2 (1) ML0010 - Warehousing and Supply Chain Management (2) ML0010 Set1 (1) ML0010 Set2 (1) ML0011 - Buying and Merchandising (2) ML0011 Set1 (1) ML0011 Set2 (1) ML0012 - Store Operations (2) ML0012 Set1 (1) ML0012 Set2 (1) ML0013 - Retail IT Management (2) ML0013 Set1 (1) ML0013 Set2 (1) ML0014 (1) ML0015 - Services Marketing and Customer Relationship Management (2) ML0015 Set1 (1) ML0015 Set2 (1) ML0016 - Advertising Management and Sales Promotion (2) ML0016 Set1 (1) ML0016 Set2 (1) ML0017 - Mall Management (2) ML0017 Set1 (1) ML0017 Set2 (1) ML0018 - Project Management in Retail (2) ML0018 Set1 (1) ML0018 Set2 (1) MU0010 - Manpower Planning and Resourcing (31) MU0010 Set1 (16) MU0010 Set2 (15) MU0011 - Management and Organizational Development (20) MU0011 Set1 (10) MU0011 Set2 (10) MU0012 - Employee Relations Management (22) MU0012 Set1 (11) MU0012 Set2 (11) MU0013 - Human Resource Audit (25) MU0013 Set1 (15) MU0013 Set2 (10) MU0014 (1) MU0015 - Compensation Benefits (24) MU0015 Set1 (14) MU0015 Set2 (10) MU0016 - Performance Management and Appraisal (27) MU0016 Set1 (12) MU0016 Set2 (15) MU0017 - Talent Management and Employee Retention (24) MU0017 Set1 (12) MU0017 Set2 (12) MU0018 - Change Management (29) MU0018 Set1 (9) MU0018 Set2 (20) OM0010 - Operations Management (2) OM0010 Set1 (1) OM0010 Set2 (1) OM0011 - Enterprise Resource Planning (2) OM0011 Set1 (1) OM0011 Set2 (1) OM0012 - Supply Chain Management (2) OM0012 Set1 (1) OM0012 Set2 (1) OM0013 - Advanced Production and Operations Management (2) OM0013 Set1 (1) OM0013 Set2 (1) OM0014 (1) OM0015 - Maintenance Management (6) OM0015 Set1 (3) OM0015 Set2 (3) OM0016 - Quality Management (11) OM0016 Set1 (8) OM0016 Set2 (3) OM0017 - Advanced Production and Planning Control (11) OM0017 Set1 (3) OM0017 Set2 (8) OM0018 - Technology Management (9) OM0018 Set1 (7) OM0018 Set2 (2) PM0010 - Introduction to Project Management (26) PM0010 Set1 (14) PM0010 Set2 (12) PM0011 - Project Planning and Scheduling (25) PM0011 Set1 (14) PM0011 Set2 (11) PM0012 - Project Financing and Budgeting (26) PM0012 Set1 (14) PM0012 Set2 (12) PM0013 - Managing Human Resources in Projects (26) PM0013 Set1 (13) PM0013 Set2 (14) PM0014 (1) PM0015 - Quantitative Methods in Project Management (14) PM0015 Set1 (8) PM0015 Set2 (6) PM0016 - Project Risk Management (14) PM0016 Set1 (7) PM0016 Set2 (7) PM0017 - Project Quality Management (14) PM0017 Set1 (7) PM0017 Set2 (7) PM0018 - Contracts Management in Projects (14) PM0018 Set1 (7) PM0018 Set2 (7) Project (1) QM0010 - Foundations of Quality Management (4) QM0010 Set1 (2) QM0010 Set2 (2) QM0011 - Principles and Philosophies of Quality Management (4) QM0011 Set1 (2) QM0011 Set2 (2) QM0012 - Statistical Process Control and Process Capability (4) QM0012 Set1 (2) QM0012 Set2 (2) QM0013 - Quality Management Tools (4) QM0013 Set1 (2) QM0013 Set2 (2) QM0014 (1) QM0015 - ISO/QS 9000 Elements (2) QM0015 Set1 (1) QM0015 Set2 (1) QM0016 - Managing Quality in the Organization (2) QM0016 Set1 (1) QM0016 Set2 (1) QM0017 - Quality Management System (2) QM0017 Set1 (1) QM0017 Set2 (1) QM0018 - Quality Development Methods (2) QM0018 Set1 (1) QM0018 Set2 (1) SC0001 - Supply Chain Management (4) SC0001 Set1 (2) SC0001 Set2 (2) SC0002 - Outsourcing (4) SC0002 Set1 (2) SC0002 Set2 (2) SC0003 - Food Supply Chain Management (4) SC0003 Set1 (2) SC0003 Set2 (2) SC0004 - Inventory Management (4) SC0004 Set1 (2) SC0004 Set2 (2) SC0006 - Global Logistics and Supply Chain Management (2) SC0006 Set1 (1) SC0006 Set2 (1) SC0007 - Category Management in Purchasing (2) SC0007 Set1 (1) SC0007 Set2 (1) SC0008 - Purchasing and Contracting for Projects (2) SC0008 Set1 (1) SC0008 Set2 (1) SC0009 - Supply Chain Cost Management (2) SC0009 Set1 (1) SC0009 Set2 (1) SMU BBA Subjects (1) SMU MBA/PGDBA Subjects (1)

Visitor Count (since Jan 2019)