The impact of HR practices on Supply Chain Performance of the organization

This research study is emphasized on the HR practices of the said organization impacts supply chain network and distribution of products and services. The study provides an insight of relevant role of the HR function to enhance the performance of contemporary supply chain and provides guidelines regarding how HR functions can be improved and oriented towards the needs of enhancing supply chain performance.

Running Head- The impact of HR practices on Supply Chain Performance of the organization
(UNDER THE SUPERVISION OF MINISTRY OF HIGHER EDUCATION IN OMAN AND
IN
ACADEMIC AFFILIATION WITH ‘CALIFORNIA STATE UNIVERSITY, NORTHRIDGE’-
U.S.A)
Department of Business Administration and Accounting
MGT402
Graduation Project
Academic Year: 2018-2019
Semester: 1st
Topic
The impact of HR practices on Supply Chain Performance.
A case study of Majan Electricity Company(Head Office-Sohar)
Submitted by:
No ID no Name
1 201401664 Khadija Rashid AL-Maktoumi

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For the partial fulfillment of Bachelor Degree in Human Recourses Development
Supervised By: Dr.
Date of Submission:
ACKNOWLEDGEMENT

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DECLARATION
ABSTRACT

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Table of contents
Chapter one.................................................................................................................................................5
Introduction.................................................................................................................................................5
1.1 statement of the problem...................................................................................................................5
Purpose of the study................................................................................................................................5
Significance of the study.........................................................................................................................6
Definition of terms..................................................................................................................................6
Chapter two: review of literature.................................................................................................................6
2.1 Introduction.......................................................................................................................................6
2.2 Overview...........................................................................................................................................7
2.3 Theories related to human resources practices and supply chain performance..................................8
2.4 Literature review gap.........................................................................................................................9
2.5 scope of study..................................................................................................................................10
Findings and discussion.............................................................................................................................11
Introduction...........................................................................................................................................11
Study #1: Exploring the role of HR practices in the supply chain.........................................................11
Study #2: The Impact of HRM Practices on Supply Chain Management Success in SME...................11
Study #3: Human resource practices, supply chain performance, and wellbeing.................................12
Study #4: Supply chain management and suppliers' HRM practice.....................................................12
Study #5: Impact of human resources on supply chain management and performance.......................13
Study #6: Human Performance in Supply Chain Management............................................................13
Study #7: Human Resource Management and Supply Chain Management Intersection......................13
Study #8: Human Resource Management Policies and Supply Chain Management in Apparel Industry
in Delhi /NCR........................................................................................................................................14
Study #9: Influence of human capital on healthcare agility and healthcare supply chain performance14
Study #10: Supply Chain Management: Success factors from the Malaysian manufacturer’s
perspective.............................................................................................................................................15
Study #11: IMPACT OF HUMAN RESOURCE MANAGEMENT (HRM) PRACTICES ON
EMPLOYEE PERFORMANCE (A case of Telekom Malaysia)...........................................................15
Study #12: Exploring the importance of human resource activities-strategies alignments: Interactive
brainstorming groups approach.............................................................................................................16
Study #13: Performance perceptions among food supply chain members: A triadic assessment of
the influence of supply chain relationship quality on supply chain performance.......................................17

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Study #14: The impact of innovativeness on supply chain performance: is supply chain integration a
missing link?.............................................................................................................................................17
Study #15: An empirical analysis of supply and manufacturing risk and business performance: a Chinese
manufacturing supply chain perspective....................................................................................................18
Study #16: Interdependent supply relationships as institutions: the role of HR practices..........................18
Study #17: Measuring supply chain knowledge management (SCKM) performance based on double/triple
loop learning principle...............................................................................................................................18
Study #18: A framework of supply chain orientation................................................................................19
Study #19: Supply chain integration and efficiency performance: a study on the interactions between
customer and supplier integration..............................................................................................................19
Study #20: The effect of supply chain management practices on supply chain and manufacturing
firms’ performance....................................................................................................................................19
Study # 21: The effect of high-involvement human resource management practices on supply chain
integration.................................................................................................................................................20
Study22: Human resource management issues in supply chain management research: A systematic
literature review from 1998 to 2014..........................................................................................................20
Study 23: Humanitarian supply chain performance management: a systematic literature review..............21
Study 24: Research on the phenomenon of supply chain resilience: A systematic review and paths for
further investigation...................................................................................................................................21
Study 25: Impact of human resources on supply chain management and performance.............................22
Study 26: Measuring and managing the sustainability performance of supply chains: Review and
sustainability supply chain management framework.................................................................................22
Study 27: Knowledge management, supply chain technologies, and firm performance............................22
Study 28: Leveraging human resource development expertise to improve supply chain managers ' skills
and competencies......................................................................................................................................23
Study 29: Identifying the drivers of enterprise resource planning and assessing its impacts on supply chain
performances.............................................................................................................................................23
Study 30: Business excellence through total supply chain quality management........................................24
References.................................................................................................................................................25

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Chapter one
Introduction
This research study is emphasized on the HR practices of the said organization impacts supply
chain network and distribution of products and services. In this research report, certain chapters
are considered named introduction, literature review, and findings. The introduction section
supports to comprehend many essential elements named statement of the problem, Purpose of the
study, Significance of the study, Definition of terms. It could be effective for gaining knowledge
towards the research matter. Further, the literature review section supports to gain a conceptual
understanding in the context of the current issue. In last, findings demonstrate a result that could
be associated with current research issue.
1.1 statement of the problem
The problem of the study undertaken is related to existing supply chain performance associated
barriers and issues that hinder the supply chain performance.
Purpose of the study
The purpose of the study is to know how the HR practices of the said organization impact the
supply chain network and distribution of products and services.
The significance of the study
The chosen topic HR practices and its impact of supply chain network provide greater insights
regarding how to build the HR activities to promote an efficient supply chain network.
Consideration towards efficient HR practices enhances the productivity and profitability of any
organization. Efficient HR practices support business goals and enhance the competitiveness of
the company. HR practices can increase the customers satisfaction, builds a favorable image of
the company, determines the human resource needs, attracts potential employees, rewards

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employees properly, creates a positive work environment, brings in creativity and innovation etc.
(Noe, Hollenbeck, Gerhart, & Wright, 2006) therefore, the chosen topic has become relevant to
analyse.
Definition of terms
The HR practices refer to those practices pertaining to recruitment and selection of employees,
their career advancement, compensation, training, and development. Supply chain refers to
existing supply performance refers to extended activities of a supply chain to fulfill the
customers’ requirements and it includes on-time delivery, product availability, necessary
inventory and capacity in a supply chain to function in a responsive manner (“Supply chain
performance measures,” 2018).
Chapter two: a review of the literature
To evaluate the impact of HR practices on Supply Chain Performance
2.1 Introduction
The literature review section is imperative for research scholar to gain an understanding about
the research issue. Moreover, it is evaluated that there are many sources that are practiced by the
investigator to create a literature review named books, online sources, online sources, and
academic journal. It could be imperative for accomplishment for the research task. This research
is emphasized on identifying HR practices impact on the supply chain performance.
2.2 Overview
The historical background of the supply chain performance management has been started some
25 years ago when the integration of supply chain term has been coined by Stevens. At that time,
the supply chain management was still in its infancy stage but now the supply chain management
has been considered to be managed at strategic, tactical and operation levels. The supply chain

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has later been extended to the network of suppliers and customers. Thus, an integration of supply
chain network has become an indispensable factor and therefore, HR role in enhancing the
performance of the supply chain has become more crucial than before. Historical background
study of supply chain familiarises with its efforts towards the growth of supply chain network
and low-cost sourcing of products and services (Fredriksson & Johnson, 2009). Now the advent
of mature supply chain strategies focusing on sustainable practices and environmental concerns
are considered by the HR professional and supply chain employees and stakeholders (Pagell &
Wu, 2009). Thus, it has increased the SCM importance in the organization and it has become a
driver of business performance of any company (Johnson & Templar, 2011). Demand-driven
strategy of supply chain leading to improved performance of the company (Ellinger et al., 2012)
is now considered by the management of organizations. It is also identified that even though
research confirmed regarding supply chain integration benefits, (Prajogo & Olhager, 2012), and
its relevance to an organization success (Flynn et al., 2010), there is an ambiguity looms large
regarding constitution of a supply chain integration (Autry et al., 2014). The analysis reveals that
the supply chain has a strategic relevance to cost saving for a company as 75 percent of the cost
of the product is external. According to Porter, (2008), cost advantages and differentiation are
two major strategies to gain competitiveness and win business. Therefore, the cost advantage
offered by supply chain has been a major benefit for any organization.
Considering all these development in supply chain management area, now the focus is shifted to
critical success factors for supply chain performance to understand the role of human resources
practices. It is found that top management commitment, skills of consultants, teams, and
compatibility with the legacy system are critical success factors (Ab Talib, Abdul Hamid, &
Zulfakar, 2015). For transport enhancement, skilled employees are needed (Nguyen, 2017).

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Decentralized task management is also required as a critical success factor (Fu, Chang, Lin, Du,
& Hsu, 2015). For the green supply chain, collaboration, mutual trust, greater planning are
required (Wong, Wong, & Boon-Itt, 2015). For logistics function outsourcing, communication,
setting standards, human factors are found important. To benchmark the logistics performance,
reliability factor is needed. For supply chain performance, the role of corporate culture and
performance management are needed (Huam, Yusoff, Rasli, & Hamid, 2011).
These factors require HR practices to be congruent to the needs of supply chain performance and
therefore, HR function such as communication, leadership promotion, training and development
of employees, ethical values promotion, collaboration initiatives amongst different stakeholders,
compensation, security of employees, career advancement to retain the best talent in supply
chain department have become crucial to supply chain performance.
2.3 Theories related to human resources practices and supply chain performance
The theories of leadership and motivation, the theory of stakeholder theories of sustainable
development for green supply chain are found important for the supply chain performance
management. The theories such as transactional and transformational leadership, the theory of
Herzberg, equity theory are important for the topic because HR practice those impact the supply
chain performance require communication, compensation, fair performance appraisal and
therefore, these theories have become relevant to consider. Two-factor theory of Herzberg
considers motivators and hygienic factors. Supply chain performance can be positively affected
when people working in supply chain network have good pay, security, safe environment, career
advancement, rewards, and recognition; therefore, HR people are needed to practice Herzberg
two factor theories in the organization. The HR practices should also introduce from the top great
leaders who are able to manage the organizational resources efficiently and lead the team well.

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As HR people provide training and development opportunities to employees, people working in
the supply chain and having traits of transformational, transactional leaders certainly enhance the
supply chain performance. Stakeholder’s theory requires considering the needs of every
stakeholder and as the supply chain management requires integration of suppliers and customers,
HR practices should reflect promotion of stakeholder theory by promoting participative
management and effective collaboration by the assistance of top management.
2.4 Literature review gap
The literature review provides insights about integrated supply chain management and green
supply chain and therefore, the performance of the supply chain is oriented towards achieving
integrated supply chain and green supply chain. In this regard, the role of HR function has been
found critical to developing requisite skills sets amongst supply chain professionals to deal with
issues of supply chain management. It suggests that the critical success factors for a supply chain
are the leadership of top management, their commitment, communication, the role of corporate
culture, human skills are important and as the HR practices shape communication, corporate
culture, and human skills, the impact of HR practices on supply chain performance is evident.
2.5 scope of the study
The study provides an insight of relevant role of the HR function to enhance the performance of
contemporary supply chain and provides guidelines regarding how HR functions can be
improved and oriented towards the needs of enhancing supply chain performance.

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Findings and discussion
Introduction
In this paper literature review has been written. This paper will highlight the impact of human
resource practices on the supply chain performance of the organization. In order to complete this
paper, 30 research articles have been selected that are discussed as below:
Study #1: Exploring the role of HR practices in the supply chain
The study by Prachi et al (2012) examined the role of HR practices in the supply chain. The
research in the research paper mentioned that HR plays an important role in making the supply
chain efficiencies. A sample selected for the study is 60 automobile components manufacturing
company. The researcher used a random sampling method. The sampling element is
manufacturing companies operating within the territory of India. Through questionnaire and
personal interview, data were collected. No pilot survey was undertaken. The main objectives of
the study are to analyze the importance of human resource practices in achieving a high level of
the supply chain (Pandey et al., 2012). Tools used to conduct this study is a questionnaire and
personal observation. The collected data has been analyzed through excel. Regression analysis
has been used by the researcher. The major findings of the research is that information sharing
has a significant impact on the supply chain and this can be done through HR in an effective
manner.
Study #2: The Impact of HRM Practices on Supply Chain Management Success in SME
N.R Khan and his associate (2013). The researcher highlighted in his research work that HRM
practices put a positive impact on the performance of the supply chain management in an
organization. A structured questionnaire was used to survey a sample of 195 manufacturing and
services sectors SME. The sampling elements are service and manufacture company. The data

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were collected through the questionnaire. The main objectives of the study are to determine the
relationship between HR and supply chain management. The Pearson's correlation and multiple
regression were employed to examine the relationship between HR practices and supply chain
management (Khan et al., 2013). The major findings of the study are that SME performed the
moderate level of HRM and SCM practices and there is a correlation between HRM practices
that proactively contributes to supply chain success.
Study #3: Human resource practices, supply chain performance, and wellbeing
Sanjay T Meon (2012) did a research to evaluate the HR practices in making the supply chain
management efficient in School of Applied Psychology in the USA. Data was collected using a
sample size of 228 supply chain professional. The researcher used the Delphi method in a way to
reach on the particular research findings. The regression analysis has been conducted.
The main objectives of this research paper are The researcher used observational as well as
regression analysis to find the actual findings. The major finding is that the successes of the
supply chain management highly depends upon the HR effectiveness.
Study #4: Supply chain management and suppliers' HRM practice
This paper is been written by Rozhan and Rohayul in the year 2008. The researchers in this
research report mentioned about the effectiveness of the Supply chain management through
proper and effective HR practices in an organization. The sample size is seven companies. The
structured interview has been conducted. The researchers used excel and observation method to
arrive at finding and conclusion. The major findings of this research are that successful supplier-
customer relationship is dependent on the suppliers developing specific HRM practices that will
enable them to fulfill customer's requirements (Othman et al., 2008).

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Study #5: Impact of human resources on supply chain management and performance
This paper is written by Gómez et al., 2015. The researcher in the research study mentioned that
there is a huge positive impact of sound HR practice over the supply chain management. The
main objective of this research paper is to determine the impact of human resource management
(HRM) has an impact on supply chain management (SCM), which in turn has a significant
impact on customer satisfaction (Gómez et al., 2015). The researcher has formulated a
Hypothesis and the hypothesis has been proved using the partial least squares. Beside this
structured model of HRM has been analyzed to conclude the research. The major findings of this
research report are HRM had significant direct and indirect impacts on SCMO, and SCMI, which
in turn played a mediating role in the relationships between HRM and SCMO.
Study #6: Human Performance in Supply Chain Management
This paper is been written by the Swart et al in(2012). In this paper, the researcher highlighted
that Human performance impacts the supply chain of an organization. The main objectives of
this research paper are to determine the influence of human performance on the supply chain.
The researcher did not use any sample size as the study is based on secondary data. The
researcher used resources based view to concluding the research. The major findings of this
research report are that if HR is effective then it will lead to having sound supply chain
management.
Study #7: Human Resource Management and Supply Chain Management Intersection
The research paper is also not an empirical research paper. Therefore, there is no sample related
information, including sample size, how it was determined, sampling elements, data collection
method, data analysis tool, and pilot survey. The objective of the study was to establish the role
of organizational behavior and human resource in the supply chain (Bharthvajan, 2014). The

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study focuses on staffing functions, evaluation, training, and compensation (Bharthvajan, 2014).
The findings of the research are that supply chain employees require specific competencies,
which are strong communication skills, fast learning, and understanding of technological
techniques, strong collaboration skills, team management, flexibility, problem-solving skills, and
analytical skills (Bharthvajan, 2014). These competencies can best be impacted through human
resource practices.
Study #8: Human Resource Management Policies and Supply Chain Management in
Apparel Industry in Delhi /NCR
A sample size of 35 from export houses in Apparel Industry in Delhi/NCR was examined by
(Mittar & Deep, 2015). It was determined by sending out questionnaires to houses that met
certain criteria. The returned questionnaires automatically became the sample size. The sampling
elements were export houses in Delhi or NCR with over 50 turnover rates. The sampling method
used was a random sampling technique. There were two data collection methods: primary and
secondary. Primary data was collected through questionnaires while secondary data was
extracted from research papers. There was no pilot survey conducted. Percentage method was the
tool used for analysis. The research objective was to establish the consequence of human
resource practices on garment manufacturing firms’ supply chain management. The findings of
the study are that organizational culture affects the integration of supply chain and HRM
practices can have both positive and negative effects on supply chain integration.
Study #9: Influence of human capital on healthcare agility and healthcare supply chain
performance
Santanu Mandal (2018) did a research to develop agility in health care through human
capital, which involves innovation in generating ideas and specialized expertise of the

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employees. The research used two analysis tools, which are structural equation modeling
and confirmatory factor analysis. The sample size used in this research paper was 212. The
determination criteria for this sample was senior managers in hospitals selected randomly.
Therefore, a random sampling method was used to choose the hospitals. The main data
collection method employed was the primary data collection because all the data was
collected through face-to-face interviews with all the 212 senior managers (Mandal, 2018).
There is no mention of a pilot survey in the research paper. Therefore, a pilot survey was
not conducted. The objective of the research was. The major findings of the research
indicate that human capital influences supply chain and agility in health care. Increased
supply chain performance was also found to enhance agility.
Study #10: Supply Chain Management: Success factors from the Malaysian
manufacturer’s perspective
Ai Chin et al. (2011) did a research on the most important and critical factors that affect
supply chain performance and found that there was a strong relationship existent between a
relationship with customer and supplier, ICT, material flow management, performance
measurement and supply chain management performance except corporate culture. Data
were collected from 84 staff from (purchasing, planning, logistics, and operation)
departments. Pearson correlation, regression, reliability analysis, and descriptive analysis’s
were used to test the hypothesis. There is no mention of a pilot survey in the research paper.
Study #11: IMPACT OF HUMAN RESOURCE MANAGEMENT (HRM) PRACTICES
ON EMPLOYEE PERFORMANCE (A case of Telekom Malaysia)
A research conducted by Fadumo Ahmed Mohamed & Ananthalakshmi Mahadevan (2014)
to examine the impact of HR practices (Training, Compensation and employee participation)

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on employee performance. The sample size used in this research paper was 102 employees
and were selected randomly. Hypotheses were tested through Regression Analysis The
objective of this research was to find out the effect of independent variables on employee
performance. And the major finding was a significant relationship and impact of training
and compensation plans on employee performance whereas employee participation had less
impact on employee performance.
Study #12: Exploring the importance of human resource activities-strategies alignments:
Interactive brainstorming groups approach
Nana Yaw Oppong (2017) did a research to analyze some of the HR activities and a set of
HR strategies and to examine the possibility of aligning the various HR activities
appropriately with the HR strategies to develop the work process of the HR department. The
researcher did his research through interactive brainstorming groups approach and sampling
elements were 21 MBA/MPhil students of the Department of Management Studies of the
University of Cape Coast, Ghana he divided them into 3 groups to conduct an open
discussion and identify some new ideas on HR activities and their strategic linkages and he
guided and provided them with the needed materials. Observational and regression were
used to test the hypotheses. Some critical HR activities and its link to enhance the work
process of the HR department were identified by them.
The study has succeeded in identifying HR strategies and activities and how they linked to
enhancing the work of the HR department. As the study is limited to the strategic
implications of HR activities but not extended to the broader corporate strategy, the authors
suggest a further study on how the HR strategies-HR activities linkages impact on the

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overall strategies of the organization. The researcher also recommended expanding the study
to the overall strategy of the organization.
Study #13: Performance perceptions among food supply chain members: A triadic
assessment of the influence of supply chain relationship quality
on supply chain performance
Walter Odongo (2016) has conducted a research on the performance perceptions among food
supply chain members. The purpose of this paper is to address how supply chain performance is
attracted by RQ in the triadic business. Moreover, the survey is conducted on 150 agribusiness
firms on 50 direct supply chains professionals. Multi-group structural equations modeling was
practiced by the researcher to evaluate perception differences on supply chain process. Findings
demonstrated that there is a positive relationship among positive perception and supply chain
performance.
Study #14: The impact of innovativeness on supply chain performance: is supply chain
integration a missing link?
John Dinwoodie (2014) focuses on exploring the impact of innovativeness on supply chain
performance. It can be integrated via conceptual structure and validating the structure
empirically to develop the proposed associations. The survey thorough questionnaire method is
practiced by the researcher to conduct this research and meet the aim and objectives. Moreover,
data from South Korean manufacturers manufacturing company by considering Structural
equation modeling method. The researcher has used a web-based questionnaire survey to
conduct the research. The findings demonstrated that innovativeness in the supply chain directly
impacts positive impact on both SCI and SCP.

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Study #15: An empirical analysis of supply and manufacturing risk and business
performance: a Chinese manufacturing supply chain perspective
Kumar et al. (2018) define that the aim of the investigation is to identify the significance and
impact of manufacturing and supply risk management upon business performance within the
context of Chinese manufacturing supply chains. Two-phased multi-method was implemented
that involves a survey questionnaire to experts in Chinese manufacturing supply chain. This is
followed by semi-structured interviews. The result demonstrates that in Chinese manufacturing
context manufacturing and supply risk as well as manufacturing risk management is significant
for improving the business.
Study #16: Interdependent supply relationships as institutions: the role of HR practices
Koulikoff‐Souviron and Harrison (2008) stated that the main aim of this research is to use
institutional theory to assess the role of human resource practices as carriers in the origination of
interdependent supply associations. It is a qualitative study of inter-firm supply association in
which two partners were reliant as a consequence of closed loop supply association. This paper
depicts the Scott's “three pillars where it indicates that HR practices can perform as a shipper of
normative, regulative as well as cultural cognitive factors in interdependent supply association
via both informal and formal systems.
Study #17: Measuring supply chain knowledge management (SCKM) performance based
on double/triple loop learning principle
Ramish and Aslam (2016) demonstrated that the aim of this research is to suggest performance
measures related to supply chain knowledge management performance. It is a theoretical
investigation. Furthermore, the dimension of performance has been determined as per the
inclusive access of literature review in the area of SCKM. This investigation relies on the

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philosophies of tripe and double loop learning hence performance measure has been addressed to
measure the achievement of KM activities in SCs. Along with this, philosophies of double as
well as triple loop learning has been practiced to recommend the KPI’s for SCKM performance.
Furthermore, this research discusses the relevance an justification of these KPI’s.
Study #18: A framework of supply chain orientation
Esper Clifford Defee and Mentzer (2010) evaluated that the purpose of this research is to
combine previous investigations and further create the structural section of SCO such as
involving the field of human resource, organizational measurement, organizational design, and
information technology. A literature review is practiced for addressing the previous studies of
SCO as well as demonstrates the structure to more absolutely assess these aspects. Furthermore,
SCO cannot be comprehended without involving both an internal structural factor of firm an
strategic purpose of the firm to compete through supply chain competencies.
Study #19: Supply chain integration and efficiency performance: a study on the
interactions between customer and supplier integration
Danese and Romano (2011) have conducted a study on assessing the role of customer integration
on efficiency, and the moderating role of supplier integration. This investigation assesses the
information from a sample of 200 plants of manufacturing. Two hypotheses were tested via
using hierarchical regression assessment. In addition, consumers are suppliers integration
constructs involve item associated with the certain concept of integration.
Study #20: The effect of supply chain management practices on supply chain and
manufacturing firms’ performance
Moh’d Anwer Radwan Al-Shboul, (2017) the main purpose of this research is to develop
theories and dimensions for improving the performance of the supply chain. The data were

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collected by considering survey through questionnaire method on 249 Jordanian manufacturing
firms. The findings of this study demonstrated that SCMPs has a favorable impact on SCP. It is
also found that there is a positive relationship between SCMPs and MFP.
Study # 21: The effect of high-involvement human resource management practices on
supply chain integration
Huo et al. (2015) evaluated that the main purpose of this research is to integrate the aspects from
supply chain management fields and human resource management fields by focusing on
interdisciplinary strategy. It also identifies the impact of high involvement activities of HRM on
SCI (supply chain integration). The author stated the maximum-likelihood estimation method
and structural equation modeling in order to measure the proposed links. The findings show that
HRM has relevancy with the supply chain integration. But, several suggested links are not
sustained by data gathered.
Study22: Human resource management issues in supply chain management research: A
systematic literature review from 1998 to 2014
Nils-Ole Hohenstein (2014) depicted that the main purpose of this research is to evaluate the
human resources management and supply chain management problems. This research relies on
secondary data collection method hence the theoretical data has collected in the favor of
specified research matter. Moreover, secondary research supports to theoretically evaluate the
specified matter. The findings of this article depicted that research scholar has primarily
concentrated on the popular concern of the HRM and SCM.

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Study 23: Humanitarian supply chain performance management: a systematic literature
review
Hella Abidi (2014) illustrated that the main purpose of this study is to examine the humanitarian
supply chain performance management: a systematic literature review. This research is based on
the secondary data collection method that depicted the research of another researcher. This
research basically demonstrates certain factors named evaluation of humanitarian supply chains
success, managing performance, and performance management challenge. The findings were
demonstrated that supply chain management is directly influenced by the humanitarian nature of
the human resources manager. Hence it can be said that this research supports the community of
humanitarian to perform future research in the same area and to create the framework of
performance measurement.
Study 24: Research on the phenomenon of supply chain resilience: A systematic review and
paths for further investigation
Nils-Ole Hohenstein (2015) addressed that this research is emphasized on the phenomenon of
supply chain resilience: A systematic review and paths for further investigation. These research
consider the secondary data collection method that means the research data is collected by
available resources. The literature review method is used by the researcher to comprehend the
research matter. These findings demonstrated that this research has needed to comprehend the
SCRES and modern technology to evaluate the performance of the organization. It is also
addressed that most of the researcher has used the qualitative method hence they were failed to
measure the SCRES performance. It becomes a major concern for the firm.

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Study 25: Impact of human resources on supply chain management and performance
Milena Gómez-Cedeño (2015) explored the study as it is based on the Impact of human
resources on supply chain management and performance. It also demonstrates the role of HR in
certain sectors named organizational performance, and customer satisfaction. This study is
exploratory in nature hence researcher has made research hypothesis. This research was
conducted on the 231 total research candidates that could be different for others area. The
findings demonstrated that Human resource practices needed to share with the research
candidates and research participants.
Study 26: Measuring and managing the sustainability performance of supply chains:
Review and sustainability supply chain management framework
Stefan Schaltegger (2014) stated that the main purpose of this research is to measure and
manage the sustainability performance of supply chains and critically evaluate the sustainable
supply chain management framework. This research also is effective for increasing knowledge
towards the assessment of approaches for sustainability performance of supply chains. In this
research, a literature review and conceptual framework are used by the researcher to do the same
thing. From the findings, it is evaluated that analytical framework for the sustainability
performance of supply chains (SPSCs) management. The framework is practiced to measure
suitability performance that could be a major part of the study.
Study 27: Knowledge management, supply chain technologies, and firm performance
Jamie D. Collins (2014) stated that the main purpose of this paper is to address the
conceptual overview of the relationship between knowledge management, supply chain tool
investment, and overall the organizational performance. Various literature has been used by
the researcher as it could be related to the specified research issue. For conducting this

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research, the literature review method has used by the researcher to comprehend the
research issues and research at the valid conclusion. Furthermore, the findings of this study
depicted that many organizations have been driven towards the new advances tool by supply
chain information capturing investments.
Study 28: Leveraging human resource development expertise to improve supply chain
managers ' skills and competencies
Alexander E. Ellinger (2014) depicted that the main purpose of this research is to determine
the Leveraging human resource development expertise to improve supply chain managers '
skills and competencies. This report also supports to create suggestions for improving
management practices. The researcher has found many kinds of literature in the favor of the
specified research matter. This study leads to comprehend how the leveraging of HR
managers could be imperative in getting the competitive benefits. From the findings, it is
evaluated that this research is conceptual in nature hence it can be illustrated that decision
towards the HR executive could influence the overall performance of the supply chain and
supports to sustain the position of the organization in the marketplace.
Study 29: Identifying the drivers of enterprise resource planning and assessing its impacts
on supply chain performances
David Hwang (2015) depicted that the main purpose of this study is to determine the
enterprise resource planning drivers and evaluate their impact on the overall performance of
the supply chain. This research is relied on the contingency theory and literature review
method to critically evaluate the research matter. Moreover, the finding of this study
depicted that ERP adoption and implementation decision could directly influence the overall
situation of the firm.

23
Study 30: Business excellence through total supply chain quality management
Kamran Rashid (2012) depicted that the main aim of this research is to identify how the
quality human practices could be associated with the supply chain quality management. In
this research, research scholar has practiced literature review method with respect to
understand the quality management practices in the supply chain. The findings demonstrated
most of the organization has practiced ISO 9000 standards to maintain the quality of their
products and services and sustain their poison.

24
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