This study develops a mathematical model to mitigate disruptions in a three-stage (i.e., supplier, manufacturer, retailer) supply chain network subject to a natural disaster like COVID-19 pandemic. This optimization model aims to manage supply chain disruptions for a pandemic situation where disruptions can occur to both the supplier and the retailer. This study proposes an inventory policy using the renewal reward theory for maximizing profit for the manufacturer under study. Tested using two heuristics algorithms, namely the genetic algorithm (GA) and pattern search (PS), the proposed inventory-based disruption risk mitigation model provides the manufacturer with an optimum decision to maximize profits in a production cycle. A sensitivity analysis was offered to ensure the applicability of the model in practical settings. Results reveal that the PS algorithm performed better for such model than a heuristic method like GA. The ordering quantity and reordering point were also lower in PS than GA. Overall, it was evident that PS is more suited for this problem. Supply chain managers need to employ appropriate inventory policies to deal with several uncertain conditions, for example, uncertainties arising due to the COVID-19 pandemic. This model can help managers establish and redesign an inventory policy to maximize the profit by considering probable disruptions in the supply chain network.

Supply chain management emphasizes the overall and long-term benefit of all parties on the chain through cooperation and information sharing. Recently, information sharing is attaining the concentration of the researchers. Majority of the previous work is on the individual effect of information and knowledge sharing on performance. This paper aims to focus on the combined consequence of information and knowledge sharing on supplier's operational performance through supplier-buyer relationship. A conceptual model was formulated based on previous literature. A questionnaire based survey was performed. Data from 30 Bangladeshi Readymade Garments Industry were collected through interview and mail survey. The content validity, construct validity, and reliability are tested. Path Analysis is performed for the identification of the validity of the model. The findings show that information sharing is a prerequisite for knowledge sharing and the close supplier-buyer relationship is a vital factor for escalating the supplier's operational performance.

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Purpose -Managers encounter many decisions that require the simultaneous use of different types of data in their decision-making process. A critical decision area for managers is the performance evaluation of personnel, whether individually or as a member of a team. Performance evaluation is critically essential for the effective management of the human resource of an organization and evaluation of staff that help develop individuals, improve organizational performance, and feed into business planning. Design/methodology/approach -Performance evaluations require and often involve disparate types of information that are vague, incomplete, objective, and subjective. This paper proposes a performance evaluation system of employees considering various performance evaluation criteria using fuzzy logic. The main task in the proposed approach involves determining the performance indices of employees considering their respective performance in various qualitative and quantitative evaluation criteria and then selecting the best employee who holds highest performance index comparing all the indices. Findings -A model is developed for any kind of organization where performance evaluation is significantly important for staff motivation, attitude and behavior development, communicating and aligning individual and organizational aims, and fostering positive relationships between management and staff. Fuzzy control is used to determine the overall performance index by combining results of the performance in selected criteria and provided it in numerical values which will undoubtedly ensure convenience of the concerned human resource personnel during performance rating calculation. Originality/value -This is the first time, a performance evaluation model is developed using fuzzy approach for any kind of organization where performance evaluation is significantly important for staff motivation, attitude and behavior development, communicating and aligning individual and organizational aims, and fostering positive relationships between management and staff.

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