Attracting and Retaining Talents in the Supply Chain Industry
The field of logistics and supply chain management recognizes the need to transform its business models to enable them to accommodate and take advantage of today’s shifting consumer demands, rapid technological developments and discoveries, and the increasing competition from the local and global marketplaces. The internet has made a lot of change in the way business is done and so today there is a change in the way inventory is managed, the way orders are placed with suppliers and the way critical information is being communicated.
In a supply chain, there should not be any disruption or delay in its linkages so it is important the spontaneous linkages be integrates by manufacturers, procurers, suppliers, warehouse distributors, transportation, and retailers; in other words, you have the right product, the right quality and quantity at the right time and the right place as a result of the best measures. If there is delay then it means cost, and if there are returns, it means greater cost, according to logistics parlance.
Taking this definition on the stakes that are involved while managing supply chain, managers are constantly confronted with the rapidly shifting cost of operation. They are also constantly imbued to have an up-to-date visibility like forecasting customer demands, global issues like geographic distances, cultural barrier, transportation systems and government regulations of another country, including information and collaboration with external partners.
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Issues of attracting and retaining talents are also faced by supply chain industries. There are over a million new jobs that need to be filled in the supply chain industry up to 2018. This is according to studies by a logistic trade group. To think that these numbers of available positions is likely to inflate in the coming years as the baby boomer generation reaches retirement age and the need for workers with experience continues to rise.
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Many people are unaware of the breadth and depth of the employment opportunities within the supply chain field. To think, supply chain talent are not restricted to any specific company or companies, to any industry or to a geographic location.
Unfortunately, the future managers of supply chains are still not found in the industry, and those who are working there now are also unaware of the possibility of career transition to make them reach management levels.
The way companies publish job descriptions can be the start of closing the gap on the sensitive issues of attracting and retaining talents in the industry. When candidates apply for the job, recruiters for the supply chain look at candidates narrowly as a result of this. There is a disconnection which contributes to many misgiving and missing out on the highly potential candidates. The talent of supply chain leadership is developed in years since it is a kind of professional with many functional areas and disciplines. To take someone on the onset that is already well-rounded in an end-to-end experience can’t likely be found.