Increasing pressures on the corporates to cut the costs, leading to repeated layoffs and downsizing, diminishing worker loyalty, absence of job security and increasing competition in the hunt for talent etc. are just a few explanations why the process of appealing to and retaining skill is becoming an onerous job as part of your before. As the highly talented workforce in organizations, across various levels, enhances skills and job-hop in one company to some other, managers seem to be to be sensing the heat in countering abnormally high attrition rates. One of the key responsibilities of an supervisor or supervisor is to get the work done through the employees.
The Supply Chain Operations Guide Model, or SCOR, was launched by the Supply Chain Council to provide all companies a construction or tool they can use to boost their company's source chain internally and externally. It allows resource chain managers to investigate their current situations as well as guide them to provide chain decisions for advancements and future resolutions. A significant strength of the SCOR model is the fact it could be used across sectors and applied to a variety of different companies.
There are five levels in the SCOR model. The first level, the process types, includes plan, source, make, deliver, and return. These process types illustrate the overall scope and content of the SCOR model.