Supply Chain Jobs For Employers

Key Takeaway: Manufacturers are facing significant productivity challenges, exacerbated by the overwhelming number of software applications and the increasing amount of manual work. Despite investments in digital tools, workers are spending more time on non-productive tasks, such as searching for information and reconciling data, which hinders efficiency and undermines confidence in project data. To overcome these issues, manufacturers must centralize and streamline data across the organization, automate processes to reduce redundant tasks, and establish strong data governance policies. While AI holds potential for enhancing productivity, its success depends on reliable data management and security. Using AI to Close the Manufacturing Skills Gap: A Reality Check - https://lnkd.in/dA8QxxYS #supplychainjobs #logisticsjobs #supplychainjobsforemployers #employers #humanresources #hr #hiring #recruitment #talent #manufacturing

Key Takeaway: Succession planning is crucial for retaining supply chain expertise and ensuring business continuity as the industry faces an aging workforce and challenges in attracting younger talent. Effective succession planning involves developing internal talent, fostering mentorship, and promoting from within to maintain institutional knowledge, enhance employee morale, and ensure smooth leadership transitions. Organizations must prioritize identifying potential candidates early, assessing current talent levels, and providing tailored training to build a robust talent pipeline. This approach not only reduces hiring costs and training time compared to external hires but also enhances performance and stability within the organization. Why succession planning is key to retaining supply chain expertise - https://lnkd.in/eVqaQW29 #supplychainjobs #logisticsjobs #supplychainjobsforemployers #employers #humanresources #hr #hiring #recruitment #talent

What is HR Effectiveness & How to Measure It? Examples, KPIs - https://lnkd.in/gTRwy-jG #supplychainjobs #logisticsjobs #supplychainjobsforemployers #employers #humanresources #hr #hiring #recruitment #talent

Key Takeaway: The logistics sector is increasingly prioritizing environmental, social, and governance (ESG) responsibilities, with 62% of leaders pursuing projects aimed at reducing emissions and enhancing sustainability. Despite these efforts, the industry struggles with inconsistent employment standards, especially in warehouses, damaging corporate reputations. High-profile cases like Amazon's $5.9 million fine for unsafe working conditions underscore the urgent need for better treatment of employees. Companies can improve by fostering strong supplier relationships, setting clear expectations, and engaging directly with workers to understand and address their needs, thus enhancing transparency and trust across the supply chain Going Beyond Green: Why the Logistics Sector Needs To Focus on How It Treats Its People - https://lnkd.in/gpkCPqAd #supplychainjobs #logisticsjobs #supplychainjobsforemployers #employers #hiring #recruitment #talent

Key Takeaway: The Asia-Pacific (APAC) region is rapidly becoming the global leader in digital supply chain expertise, surpassing the U.S. and UK in both skill acquisition and technological advancement. Research highlights that 26% of supply chain roles in APAC demand digital skills, compared to 15% in North America and 19% in Europe, with APAC jobs often requiring advanced capabilities in automation, AI, and data analytics. This shift marks a strategic transformation from a low-cost labor hub to a center of digital innovation, prompting Western companies to adapt their talent acquisition strategies to remain competitive in the evolving landscape. APAC's Digital Revolution Shifts the Global Supply Chain Power Balance: Research - https://lnkd.in/gEWT7Vqs #supplychainjobs #logisticsjobs #supplychainjobsforemployers #employers #hiring #recruitment #talent

Key Takeaway: The article emphasizes the need for robust leadership development in supply chain planning, highlighting that companies often fail to create systems that fully harness individual potential. Effective planning leaders require diverse experiences, from international logistics to data analytics, and strategic leadership skills. Organizational support structures, such as senior-level positions reporting directly to the CEO and continuous talent development processes, are essential. The article advocates for ongoing talent assessment and collaboration with educational institutions to ensure supply chain professionals can lead in today’s complex and evolving business environment. Leadership development for supply chain leaders - https://lnkd.in/gzAP-KiT #supplychainjobs #logisticsjobs #supplychainjobsforemployers #employers #hiring #recruitment #leadership

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Key Takeaway: Implementing automation in supply chains significantly increases employee retention by reducing burnout associated with repetitive and time-consuming tasks such as manual data entry. Automation streamlines workflows, connects disparate order and shipping systems, and enhances overall efficiency, allowing employees to focus on higher-value, more strategic work. This leads to a more engaged workforce, less turnover, and cost savings from reduced recruitment and onboarding expenses. How supply chain automation leads to increased employee retention - https://lnkd.in/gxD2f8t4 #supplychainjobs #logisticsjobs #supplychainjobsforemployers #employers #hiring #recruitment

Key Takeaway:  GSCI’s Advanced Supply Chain Collaborative outline five organizational action areas to develop supply chain talent, emphasizing that success depends on excelling in all areas. These action areas include enhancing storytelling and communication to articulate strategies and motivate stakeholders, infusing change management and influence strategies to inspire system transformations, linking diversity, equity, and inclusion to boost supply chain success, promoting mentoring, coaching, and leadership to support talent development, and managing through ambiguity to adapt to market changes and technological advances. Each action area is supported by practical tips to integrate these principles into organizational processes, fostering a holistic approach to developing the next generation of supply chain leaders. Five organizational action areas for developing supply chain talent - https://lnkd.in/ebagTdHH #supplychainjobs #logisticsjobs #supplychainjobsforemployers #employers #hiring #recruitment

Key Takeaway: To retain Gen Z workers in manufacturing, companies should focus on several key areas. First, ensure a strong start by providing clear job expectations and mentoring during the initial 90 days to increase retention. Turn managers into leaders who can facilitate career development and advancement opportunities, as lack of growth prospects is a primary reason Gen Z workers leave. Emphasize the meaningful impact of their work to connect it to a larger purpose, which resonates deeply with Gen Z values. Rethink job structures to incorporate technology and offer workplace flexibility, making roles more appealing. Lastly, invest in career development programs, as employees engaged in these initiatives are more likely to stay and contribute to solving challenges while enhancing their overall experience. Getting, keeping Gen Z in manufacturing - https://lnkd.in/grBTi82g #supplychainjobs #logisticsjobs #supplychainjobsforemployers #employers #hiring #recruitment