Exploring Recruitment Issues in the Field of Supply Chain with an Emphasis on Humanitarian Workforce

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Module Name (and Part if Applicable):	SCM4001 Assignment Part 2 - Business Research Project Proposal
Assessment Title:	Business Research Methods & Analysis
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1.0 Introduction

1.1 Research Background

Supply chain management has been an essential field in logistics, demanding effective recruitment practices. Modern slavery in supply chains has been defined as exploiting individuals with deprived liberty along supply chains ranging from the extraction of raw materials to the final customer service provision (Benstead et al., 2021, p. 1136). Herein, this research is significant to enhance current research knowledge. Around 16 million individuals have been subject to economic forced labour exploitation revolving around modern-day slavery in supply chains. In 2019, 43% of senior decision-makers revealed that the logistics industry of the UK may come across skills shortages (Statista, 2023).

Figure 1: Issues in the UK Logistics

(Source: Statista, 2023)

1.2 Why Project Selection

This research which tries to identify the recruitment issues in the supply chain can eventually create a positive contribution to the business body of knowledge. For example, the study can identify the specific skill gaps, which create shortages of skilled professionals in supply chain organisations and thereby develop appropriate strategies to attract and retain talent. It can also examine the strategies that promote diversity within a workplace as most supply chain organisations lack diversity and inclusion which hinders their Innovation and performance. Secondly, the research would contribute to the improvement of the recruitment practice. This may involve the study to identify the most effective sourcing methods used by other organisations to attract qualified candidates from a diverse pool of talent, it may also involve validating the assessment tools to screen out the best candidates based on their skills and competencies. 

Thirdly, the study can enhance the performance of the supply chain by exploring new strategies for developing and retaining top talent. The strategies to integrate a diverse and skilled workforce can also contribute to the performance through enhanced innovation. This research will also identify and mitigate the threats that pose significant risks to the operations of the supply chain. The study will further contribute towards sustainable business practices by ensuring that the organisations integrate ethical recruitment practices, which is necessary to comply with labour laws and avoid exploitation. Lastly, the research can explore the ways by which recruitment practices can support the CSR goals of the companies

1.3 Supply Chain Management

Supply chain management is defined as an integrative flow of materials (Moosavi et al., 2021, p. 2). In 2022, around 15.7% of businesses reported staff shortages, indicating a loosening labour market (Statista, 2024). Herein, there have been issues in the field of recruitment based on advanced technologies in supply chains.

Figure 2: Staff Shortage in the UK

(Source: Statista, 2024)

1.4 Aim

The research aims to explore recruitment issues in the field of supply chain with an emphasis on the humanitarian workforce.

1.5 Objectives

• To understand the growth of recruitment practices

• To analyse the importance of recruitment in supply chains

• To investigate issues in recruitment in supply chains

• To devise strategies to enhance recruitment

1.6 Research Questions

Q1. How has recruitment been evolving?

Q2. Where lies the importance of recruitment in supply chains?

Q3. What are the recruitment issues in supply chains?

Q4. How to improve recruitment?

2.0 Literature Review

2.1 Evolution of Recruitment Practices in Organisations

Poto?nik et al. (2021, p. 159) shared their opinion that with expanding employment opportunities and social prosperities, there has been an increasing need to access applicant knowledge in the form of skills and abilities. Herein, attracting highly skilled and qualified candidates has been a necessity while recruiting the most suitable talent. Margherita and Bua (2021, p. 19) believe that, currently, the interlace between Industry 4.0 technological advancements and the workforce helps in maintaining an efficient manufacturing process. Herein, the evolution of recruitment measures in the supply chain sector emerged from traditional to modern practices.

2.2 Importance of Recruitment Measures in Supply Chain Operations

Blanchard (2021, p. 10) observed that recruitment measures requirements aim at balance, enhanced demand visibility and isolated high costs. The ultimate best practice in the field of supply chain management revolves around developing and hiring best-in-class supply chain personnel. In terms of ensuring success for a supply chain project, employees initially need to be convinced that sharing products and transactional data between their own divisions is effective. Often, organisations are likely to fail in their attempts to collaborate with core supply chain partners since their internal groups lack cooperation. Herein, uncertainties present in the field of supply chain management are subject to the recruitment of patient project managers. Foster and Gardner (2022, p. 17) shared their opinion that essential HR functions revolve around the hiring and recruitment of employees. This entails the presence of a workforce that contributes to enhanced organisational productivity.

2.3 Issues Associated with Recruiting Talent in the Supply Chain

In the words of Spada et al. (2024, p. 2), complexities and uncertainties have been increasing at a rapid pace, posing new challenges for humanitarian organisations resulting from an increasing count of disasters. Herein, recruitment measures in the field of supply chain management have come across a wide range of challenges such as the selection of suitable talent or the hiring of candidates with similar qualities as required in a particular job post of the organisation. For instance, individuals with the lack of qualities required in the field of supply chains may not be able to carry out their roles and responsibilities well, leading to issues in assigned tasks. Roscoe et al. (2020, p 2) argued that geopolitical events are capable of significantly disrupting supply chain operations in the form of protests or uncertain business landscapes. Herein, individuals, equipment and cash tend to be interlaced in ongoing projects outlined within an organisation, making it difficult to employ resources at short notice during disruptions. Larger firms have a greater financial as well as physical capability to hold onto excess resources than small-scale enterprises, correlating the amount of slack within supply chain organisations.

2.4 Strategies to Enhance Recruitment Practices in Firms

Alzoubi et al. (2022, p. 2) that the issues of a hostile workplace environment and discriminative workforce issues may be avoided with the establishment of comprehensive ethics programs. However, despite the awareness that proper supply chain management may be able to prosper competitive benefits, there has been a lack of recognition that entails the idea that human resources positively contribute to this element. In terms of establishing proper recruitment practices in the field of supply chain management, job descriptions, screening applications, wages, trading benefits, bids, job postings publicity and interviews can work out.

2.5 Theoretical Underpinnings

2.5.1 The Conformity Theory

In the words of Capuano and Chekroun (2024, p. 2), conformity denotes the approach wherein individuals develop the capability to adjust their attitudes, behaviours and opinions in terms of bestowing characteristics of the majority. Even in cases where employees behold dissenting perspectives, they try to fit in groups and maintain conformity with members. Herein, recruitment practices imply adjustments in the behaviour of employees across supply chain sectors with advancing opportunities.

2.5.2 The Network Theory

Adeosun and Ohiani (2020, p. 111) posit that the Network Theory highlights every business venture utilising available networks in terms of acquiring both tangible and intangible resources in the form of materials and humans, respectively. This theory has set a path to achieve objectives and goals outlined within an organisation based on the changing business environment. The availability of recruitment opportunities through quality talent and social networking channels postulates equal recruitment facilities.

2.6 Conceptual Framework

Figure 3: Conceptual Framework

(Source: Created by the learner)

2.7 Literature Gap

The literature review covers an existing empirical gap in the form of shreds of evidence from organisations that represent skills gaps in supply chain operations. Herein, a lack of access to paid journals, books and articles represents the absence of sufficient statistical data with a limited application of quantitative data.

3.0 Research methodology

3.1 Introduction

This chapter will shed light on the methods to be undertaken to find the answers to the research question. Starting from research philosophy to ethical considerations, this chapter maps a detailed pathway for the study.

3.2 Research Philosophy

This study reflecting on the issues of recruitment for the supply chain will be accomplished with the help of a pragmatism research paradigm. According to Ormerod (2021, p. 802) pragmatism, research philosophy is a theory of action which aims to find answers to the research questions in an innovative way. The philosophy will assist the researcher in generalising the data obtained regarding recruitment issues in every organisational context.

3.3 Research Approach

The research approach indicates the plan for collecting, analysing, and interpreting data to answer the research questions. A deductive research approach will be integrated into the study to get into the specifics like job vacancy data, applicant-to-job ratio, and time-to-fill for supply chain positions. Deductive reasoning is based on the principle of reasoning from the specific to the general (BRM, 2024). One of the most significant advantages that the researcher will get from this approach is the ability to explain causal relationships between concepts and variables.

3.4 Research Strategy

A mixed-method strategy will be adopted here to examine the recruitment issues in supply chain organisations. As per Kimmons (2022, p. 119) the use of mixed methods allows the researcher to triangulate the research findings, enhancing the reliability of the study.

3.5 Research Design

The plan to answer the research questions is underscored by the research design. A conclusive research design will be used here to generate practically useful findings that can aid the organisation in resolving the issues associated with supply chain recruitment. Rachmad et al. (2024, p. 230) stated that a conclusive research design allows the researcher to gauge the relationship between the variables. However, the conclusive research design cannot determine the specific causes of a phenomenon, and hence the research would not be able to identify the root causes of the recruitment issues.

3.6 Time Horizon

A cross-sectional time zone will be adopted here, as data will be taken once to measure the implications of the recruitment issues. The main strength of this approach is its ability to get conducted quickly at a relatively low cost (Wang and Cheng, 2020, p. S65).

3.7 Data Collection Technique

To analyse the recruitment issues in the supply chain, the study will utilise both primary and secondary data collection techniques. The first-hand data, which has not been published previously refers to the primary data while secondary data are the readily available information from other sources (Verma et al., 2024, p. 57). The utilisation of primary data is expected to provide the researcher with the relevant information associated with the research topic. One of the merits of secondary data that has influenced the researcher to consider this technique is the option to save time and finances.

3.8 Sampling

3.8.1 Unit of analysis

For primary data, 20 personnel from the Human resources department will be surveyed.  The secondary information would be taken from the journal articles through Google Scholar.

3.8.2 Sampling

The sample is the subset of the population which tends to represent the entire group as a whole (Verma et al., 2024, p. 71). For this study, a simple random sampling technique would be selected which is characterised by the fact that every member of the population stands an equal chance for getting selected in the sample. The selection of this technique is justified by the ability of the technique to reduce bias.

3.9 Data Analysis

According to Verma et al. (2024, p. 87), data analysis refers to the process of transforming the data collected from various sources to reach a certain conclusion for a given set of problems. A mixed method analysis will be done to analyse the results from the survey (quantitative data) followed by a thematic analysis for the qualitative information of the journal articles

3.10 Quality Criteria

The first ethical consideration for this research will be informed consent, where the participant would be provided with a clear explanation of the research purpose, risks, benefits and procedures of the study (Xu et al., 2020, p. 2). This would help the researcher to ensure that the participation of the people in the survey is entirely voluntary. They would also be provided with the option to withdraw from the survey at any point in time without any further consequences. The privacy and security of the data obtained from the participants would be protected through the implementation of robust measures. Thirdly, the study will also be devoid of potential harm to the participants. Steps would be taken to mitigate the negative consequences of the participation upon existence. Finally, the study would also be conducted in a culturally sensitive manner as participants would come from different cultural backgrounds. Additionally, for the data opting from secondary sources, it would be important to address the issues of academic misconduct due to plagiarism and fabrication. The researcher will acknowledge the works done by other researchers through accurate referencing and citation. The researcher can ensure that the study is conducted in a responsible and ethical manner by addressing these ethical considerations.

Gantt chart

Activity	Start Date	Duration	End Date
Identification of Problem	14-10-2024	5	19-10-2024
Research rationale	19-10-2024	7	26-10-2024
Literature Review	26-10-2024	16	11-11-2024
Methodology	11-11-2024	7	18-11-2024
Draft	18-11-2024	7	25-11-2024
Data Collection	25-11-2024	30	25-12-2024
primary and secondary data analysis	25-12-2024	28	22-01-2025
Conclusion	22-01-2025	7	29-01-2025
Submit	29-01-2025	1	30-01-2025

Table 1: Work Breakdown Structure

(Source: created by the learner)

Figure 4: Gantt chart

(Source: created by the learner)

Reference List

Adeosun, O.T. and Ohiani, A.S. (2020) Attracting and recruiting quality talent: firm perspectives. Rajagiri Management Journal, 14 (2), pp.107-120.

Alzoubi, H.M., Ghazal, T.M., Sahawneh, N. and Al-Kassem, A.H. (2022) Fuzzy assisted human resource management for supply chain management issues. Annals of Operations Research.

Benstead, A.V., Hendry, L.C. and Stevenson, M. (2021) Detecting and remediating modern slavery in supply chains: a targeted audit approach. Production Planning & Control, 32 (13), pp.1136-1157.

Blanchard, D. (2021) Supply chain management best practices. John Wiley & Sons.

BRM, (2024). Deductive Approach (Deductive Reasoning). [online]. United Kingdom: Business Research Methodology. Available from: https://research-methodology.net/research-methodology/research-approach/deductive-approach-2/ [Accessed 8 September 2024].

Capuano, C. and Chekroun, P. (2024) A Systematic Review of Research on Conformity. International Review of Social Psychology, 37 (1).

Foster, S.T. and Gardner, J.W. (2022) Managing quality: Integrating the supply chain. John Wiley & Sons.

Kimmons, R. (2022) Mixed methods. Education Research, 63(5), pp.631-641.

Margherita, E.G. and Bua, I. (2021) The role of human resource practices for the development of Operator 4.0 in Industry 4.0 organisations: a literature review and a research agenda. Businesses, 1 (1), pp.18-33.

Moosavi, J., Naeni, L.M., Fathollahi-Fard, A.M. and Fiore, U. (2021) Blockchain in supply chain management: a review, bibliometric, and network analysis. Environmental Science and Pollution Research, pp.1-15.

Ormerod, R.J. (2021) Pragmatism in professional practice. Systems Research and Behavioral Science, 38(6), pp.797-816.

Poto?nik, K., Anderson, N.R., Born, M., Kleinmann, M. and Nikolaou, I. (2021) Paving the way for research in recruitment and selection: recent developments, challenges and future opportunities. European Journal of Work and Organizational Psychology, 30 (2), pp.159-174.

Rachmad, Y.E., Bakri, A.A., Nuraini, R. and Nurdiani, T.W. (2024) Application of The Unified Theory of Acceptance and Use of Technology Method to Analyze Factors Influencing The Use of Digital Wallets in Indonesia. Jurnal Informasi Dan Teknologi, pp.229-234.

Roscoe, S., Skipworth, H., Aktas, E. and Habib, F. (2020) Managing supply chain uncertainty arising from geopolitical disruptions: evidence from the pharmaceutical industry and Brexit. International Journal of Operations & Production Management, 40 (9), pp.1499-1529.

Spada, I., Fabbroni, V., Chiarello, F. and Fatoni, G. (2024) Standardising job descriptions in the humanitarian supply chain: A text mining approach for recruitment process. PLoS ONE, 19 (7), pp. 1–24.

Statista, (2023). Most important issues facing logistics businesses in the United Kingdom (UK) 2019. [online]. Germany: Statista Research Department. Available from: https://www.statista.com/statistics/1024683/logistics-businesses-future-issues-uk/ [Accessed 14 October 2024].

Statista, (2024). Number of job vacancies in the UK 2001-2024. [online]. Germany: Statista Research Department. Available from: https://www.statista.com/statistics/283771/monthly-job-vacancies-in-the-united-kingdom-uk/#:~:text=Which%20industries%20are%20experiencing%20staff,of%20a%20loosening%20labor%20market. [Accessed 14 October 2024].

Verma, R., Verma, S. and Abhishek, K. (2024) Research methodology. Booksclinic Publishing.

Wang, X. and Cheng, Z. (2020) Cross-sectional studies: strengths, weaknesses, and recommendations. Chest, 158(1), pp.S65-S71.

Xu, A., Baysari, M.T., Stocker, S.L., Leow, L.J., Day, R.O. and Carland, J.E. (2020) Researchers’ views on, and experiences with, the requirement to obtain informed consent in research involving human participants: a qualitative study. BMC medical ethics, 21, pp.1-11.