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INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS
be an effort to recognize and motivate them. Lastly, engaging external logistic firms as
outsourcing strategy could be a contingency measure to ensure business continuity.
5.3 Develop Team Synergy (Competencies and skilful human resources)
Collaboration is the driving force behind effective supply chain management and may be
the ultimate core capability (Min, 2005; Yew & Karia, 2009). In order to improve the
collaboration among the workers, both permanent and contract staff, HR department is
urged to develop team synergy through team building and training. In order to build up its
human capital in logistic, team building and training should focus on building the
employees social skills, decision skills, problem-solving skills and time management
skills in order to build up human capital in logistic (Myers 2004; Yew & Karia, 2009). As
a result, the employee can work closely to reduce costs and improve delivery quality,
reliability, speed and flexibility. Hence, improve the overall organization performance.
5.4 HR “fit” (Vertical & Horizontal) into Business Strategies
The transformation of HR role, from administrative to strategic, created a new
perspective of HR as a strategic function to the company. This functional differentiation
demands the HR manager to develop a dynamic and flexible HR department that able to
―fit‖ horizontally to the organization.
In the vertical ―fit‖ aspect, supports of the top management are crucial. Top Management
has to recognize the strategic contribution of HR function in achieving the organization
strategic goals. Besides that, the strategic management role of HR manager in the
management meeting has to be more participative rather than acting as the ‗minutes
taking‘ secretary.
In addition, the strategic HR manager has to regularly review the core capabilities of the
human resources. Management courses should be organized for the relevant parties as a
strategy to ensure the organizational core capabilities meet the logistic industry standards.
5.5 Human Resource Management Information System (HRMIS)
The results of the interviews show that majority of the time of HR department were
engaged in administrative works, compliance and service oriented duties. As such, the
HR Manager lack of time to integrate and perform effectively its technical and strategic
HRM (Huselid, 1997).
To improve the situation, the organization definitely needs an integrated HR MIS system.
This system should be able to track the usage of fleet card and minimize the abuse of
fleet card among the drivers. In addition, the automation of drivers trips allowances
calculation able to reduce the real HR processing time. This fully integrated HR MIS
system can be acquired by engaging an external software vendor or hiring a competent IT
manager to set up a new IT department.
COPY RIGHT © 2011 Institute of Interdisciplinary Business Research 41
JANUARY 2011
VOL 2, NO 9