The resources available to organisations go well beyond tangible assets like goods and equipment; financial resources, labour resources such as employees, etc. Non-tangible assets might include such that can be transferred into financial values (e.g., IP and even time available and used) but also non-transferable values (e.g., reputation, social corporate governance and outreach, etc.), which in last analysis can also be expressed in money-terms. Resource management aims at the effective deployment of the organisation’s overall resources, ensuring the availability of enough physical and other required resources not only for the smooth operation of the organisation but moreover, for the organisational future development as desired and planned by the organisation. At the same time, resource management should be as economical as possible, refraining from overabundance and unnecessary surpluses. Equally important is the efficient use of personnel so that people in the organisation are dispensed with work assignments that would allow them to accomplish their designated tasks and produce what is expected of them as successfully as can be without having too much downtime.

The practice of resource management requires development and employment of processes, techniques and philosophies that would create the best approach for allocating resources effectively. These include discussions on functional vs. cross-functional resource allocation, as well as instilling processes aimed at importing and deployment of available body of knowledge and methodologies of resource management from external sources. Resource management is a key element in the quest to achieve the organisational goals. It is also essential component in planning, executing and monitoring projects undertaken by the organisation. Resource management thus ensures that (i) there are employees within the organisation with required specific skill-set and desired profile required for the implementation of the organisational goals; (ii) rational decision can be made as to the number and skill sets of new employees that need to be hired; and (iii) there is efficient allocation and deployment of the workforce to the various roles within the organisation and its work. We can help you in setting a viable system for your resource management, including design and implementation of time management both at management level and floor level.

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