SCM 591 final project

1. [ Team Fly By ]
Rohit Sarin,
Danny Court,
Laura Winger and
Refugio Fernandez
SCM591

2. Analysis of the Literature
Literature Strengths Weaknesses
APICS Model Tiered structure showing different levels of
competencies; addresses breadth of skills
required (not limited to education, for example)
Some of the competencies seem overly
generic.
SCOR 10
Model
Framework as a basis for discussion is very clear
and easily navigated; specifics for jobs can be
easily identified
Identification of trainings, aptitudes,
etc., seem fairly random and arbitrarily
assigned at best.
AMR Model Clear and specific identification of required skills
and attributes
Clear vision and direction for developing supply
chain talent
Does not address continued professional
development
The model is heavily academic and could
encounter real world obstacles
Gartner
Domain
Model
Uses two frameworks to identify the unique
challenges of assignments as well as the
competencies of individuals
Provides a sample of how to actively, systemically
develop talent
There is no real link between the various
frameworks
The sample talent development cannot
be implemented directly
T Shape
Model
The building block structure runs parallel to a
supply chain manager's career path
Minimally identifies skills required for
global supply chain operations -
Globalization

3. Comparison of the Literature
APICS
Model
SCOR 10
Model
AMR
Model
Gartner
Domain
Model
T-Shape
Model
Comments
Depth & detail 4 10 7 4 4
SCOR 10 goes into excruciating detail, and while we question
the accuracy of the specifics described, it does give us a basis
for discussion like no other.
Breadth & applicability
to supply chain field as a
whole
7 7 7 10 7
While most models cover the job requirements for various
roles in supply chain, Gartner went above and beyond by
also defining the challenges of specific assignments and
comparing these to existing competencies of individuals.
Applies to
recruiting/hiring
4 10 7 4 1
The SCOR 10 model gives detailed training requirements,
experiences and skills that can easily be identified from a
resume or in an interview.
Applies to talent
development
10 10 7 4 1
While the APICS, SCOR 10 and AMR Models all provide paths
for development, we felt that the AMR Model didn't give
quite as clear of a picture for further professional
development as the other two did. The Gartner Model
provided a sample of how to systemically develop talent,
which is a great idea, but it wasn't very clear how to utilize
that sample across the board.
Easy to understand 4 7 10 4 1
We found the T-shape Model to be the most confusing, as
there were so many layers and levels that didn't seem to
necessarily connect to one another. The SCOR 10 Model is
perhaps too thorough, while the AMR model is just right.
Total (Product) 4480 49000 24010 2560 28

4. Application
• Who?
– Purchasing Manager
• Where?
– The Airline Industry
• What?
– Jet Fuel
• How?
– Plan, Source and Deliver

5. Skills and Attributes
• Plan Function
– Demand Management
– What If Analysis / Modeling
• Source Function
– Risk Management
• Stressed By ATA
– Negotiations and Contracting
• Relationship Management
– Total Cost Analysis

6. Skills and Attributes Cont’d
• Deliver Function
– Delivery Management
– Inventory Management and Control

7. Skills and Attributes Cont’d
• Deliver Function
– Delivery Management
– Inventory Management and Control

8. Project Manager Program Manager
Tools:
Project Management* CRM
Planning* ERP*
Reporting Performance Metrics*
Scheduling* Reporting*
Skills:
Coordination Management Account Management
Needs Analysis Audit*
Process Documentation* Performance Management
Requirements Gathering Techniques Process Management*
Risk Management Product Lifecycle Management
Task Management* Trust Building
Attributes:
Collaborator Accountable*
Communicator* Attentive
Detailed* Communicator*
Leader* Customer Oriented*
Negotiator* Leader*
Prioritization Negotiator*
Problem Solver/Creative Problem Solver/Creative
Self Motivated*
Time Management
AVNET Skills and Attributes Model

9. Comparison & Critique
• Project Manager
– Deliverables & Deadlines
• Program Manager
– Client Relations
– Process Improvement
– New program identification

10. Comparison & Critique
Avnet’s Descriptions
- Our team generally concurs
- The positions are unique
Recommendations
- Additional tools to consider
- Additional skills to consider
- Additional attributes to consider

11. Project Manager Program Manager
Tools:
Project Management* CRM
Planning* ERP*
Reporting Performance Metrics*
Scheduling* Reporting*
Skills:
Coordination Management Account Management
Needs Analysis Audit*
Process Documentation* Performance Management
Requirements Gathering Techniques Process Management*
Risk Management Product Lifecycle Management
Task Management* Trust Building
Attributes:
Collaborator Accountable*
Communicator* Attentive
Detailed* Communicator*
Leader* Customer Oriented*
Negotiator* Leader*
Prioritization Negotiator*
Problem Solver/Creative Problem Solver/Creative
Self Motivated*
Time Management
AVNET Skills and Attributes Model

12. [ Questions? ]
Additional resources
APICS OMBOK 2nd
Edition (Appendices
MIT Study: Are You Prepared for the
Supply Chain Talent Crisis?