How can HR leverage the adoption of AI to provide complex data insights to design and shape a dynamic SCM operational function?

This assignment explores scholarly literature about how Supply Chain Management (SCM) decisions can influence Human Resources (HR) work design decision and conversely the impact HR decisions can have on SCM. The Supply Chain Management function exists in organisations as it manages the sourcing of inputs, resources and then transforming them to either deliver a service or product in the marketplace (Lengnick-Hall et al., 2013). The functions of SCM rapidly changed over the years and it now also includes inter alia stock management, inventory, logistics and vendor management. Conversely, the HR function and traditional research has mainly been focused on single activities within the company, but this function is also evolving as it now includes intra and inter-organisational management (where more than one legal entity exist). The human resources and supply chain areas in the domain of study are usually treated separately, despite the clear evidence that is intimately linked (Barnes & Liao, 2012) and also noted by (Gómez-Cedeño et al., 2015). Doerflein et al., 2011 suggests that a connection between HR strategy and deployment of SCM via a path analysis, consisting of variables that test possible underlying relationships. Strategic Human Resource Management (SHRM) and HR systems becomes pivotal to manage these functions. SHRM in the supply chain aids the human resource (HR) orientation as positioned in the SHRM scholarly literature (Lengnick-Hall & Lengnick-Hall, 1999). The theory has evolved since 1999 and the literature indicates that there are changes in the supply chain management framework from a cost, to a more value alignment (Min et al., 2007). Jena & Ghadge, 2021,explores the integration of (S)HRM and SCM for improved supply chain practices. Artificial Intelligence then becomes a useful tool for strategic human resource management (SHRM) to assist with problem solving, workforce development and performance management (Yanamala, 2023). Dilemma:The proliferation of Artificial Intelligence (and perhaps Robotics and Robotic Process Automation) provides both data insights and problem-solving capabilities for both SCM and HR and this may inherently introduce risk in the organisation. This assignment paper then further explores how digital transformation (the use of AI in HR and SCM) can lead to addressing these dilemmas guided by the following research question: How can HR leverage the adoption of AI to provide complex data insights to design and shape a dynamic SCM operational functio