Supply Chain Talent Study - MARCH 2017 - Preliminary Summary Charts

Supply Chain Talent:
A Research Study
Summary Charts 2017

Supply Chain Insights LLC Copyright © 2017, p. 2
Agenda
 Study Overview
 Career Elements
 Supply Chain as a Career
 Recruitment and Training
 Communication and Media

Study Overview

Most Respondents Are Currently or Recently Employed

Over Half of Respondents Currently or Recently Worked as

Most Currently/Recently Employed Are End-Users

Business Respondents Worked in a Variety of Industries

Most of Academic Respondents Are Professors;
Students Are Split by Degree Level They Are Seeking

Generation Definitions
SOURCE: http://www.theatlantic.com/national/archive/2014/03/here-is-when-each-generation-begins-and-ends-according-to-facts/359589/
*NOTE: Source showed overlap between Generation X and Millennials so we picked a starting point for Millennials as 1985 to keep
generation sizes (# of years) closer to equal)
GENERATIONS BY AGE USED IN ANALYSIS:
• Greatest Generation = 1930-1945
• Baby Boomers =1946-1964
• Generation X = 1965-1984
• Millennials* = 1985 - 2004

About Half of Respondents Belong to Generation X

Respondents Are Primarily Male, Caucasian and
Based in the US or Canada

Respondent Summary by Work Status

Agenda
 Study Overview
 Career Elements

Baby Boomers Expect to Work for More Organization or
Institutions Over Their Career Than Others

Half of Respondents Work 41-50 Hours per Week;
They Work 48 Hours on Average

Baby Boomers and Those Already Employed Work More per
Week Than Others

Most Respondents Are Satisfied with Their Current or Most
Recent Jobs

Baby Boomers, Vendors and Remote Employees Are More
Satisfied with Their Jobs Than Others

Most Important Aspects of a Job Include Salary, Challenging
Work, Work-Life Balance, Talented Team, and Appreciation

Generation X and Millennials Care More About Work-Life Balance,
Professional Development and a Clear Career Path Compared to
Baby Boomers

Those Not Yet Working in Supply Chain Care More About
Work-Life Balance, Professional Development, and Diversity

Top Five Aspects About Current/Recent Job Include Challenging
Work, Salary, Work-Life Balance, Flexible Work, Talented Team and
Work You Believe In

Generation X and Millennials Are More Likely to Like Their Office
Location and Professional Development Opportunities Compared
to Baby Boomers

Those Satisfied with Their Jobs Are More Likely to Have
Career Growth Opportunities and a Supportive Environment

Job Aspects That Are Important but Underdelivering Include
Talented Team, Appreciation, Leadership, Training, Flexible Work,
and a Company You Believe In

Having the Potential to Advance Is More Important Than
Having a Mentor or Coach

Millennials Care More About All Three Support Elements
Than Other Generations

Those Not Yet Working Are More Interested in Support
Elements Than Those Already Working

Agenda
 Study Overview
 Career Elements

Supply Chain Management as a Career
The following questions are focused on Supply Chain
Management jobs, such as customer service, distribution,
finance, logistics, manufacturing, operations, packaging,
planning, procurement, transportation, etc. Specifically, this
means jobs at companies like manufacturers, retailers,
distributors, and 3PLs – not technology providers,
consultants, analysts, or academia.

Most Believe That Supply Chain Is a Good Career Choice

Millennials and Those Not Yet Working in Supply Chain Are
More Likely to Consider It a Good Career Than Others

Top Three Challenges Regarding Supply Chain Employees
Including Lack of Next-Generation Training, Reluctance to
Embrace New Ways, and Finding Quality Employees

Millennials Are More Likely Than Baby Boomers to Be Concerned
About Reluctance to Embrace New Ways and Problems
Incorporating Technology

Top Three Most Important Boss Characteristics Include
Communication, Motivation, and Leadership

Baby Boomers Are More Likely Than Others to Consider
Clear Communication an Important Boss Characteristic

Top Skills for Supply Chain Employees Include Problem-
Solving, Analytical, and Ability to See the Big Picture

Baby Boomers Report It Is More Important for Employees to See
the Big Picture While Millennials Report Thinking Out of the Box Is
More Important

Agenda
 Study Overview
 Career Elements

Onboarding, Cross-Functional, and Growth Training Are
Among Most Important to Offer Supply Chain Employees

Baby Boomers Are More Likely Than Others to Consider
Onboarding Important While Millennials Are More Likely to
Consider Growth and Next-Generation Training to Be Important

Those Not Yet Working Care More About Getting Next-
Generation Training and Internships

Top Supply Chain Positions in Perceived Demand Are Demand
Planner, Data Scientist, Supply Planner, S&OP Planner, & IT

About Two-Thirds Think Entry-Level Supply Chain Employees
Are At Least Somewhat Prepared for the Work

Generation X and Those Already Working Are More Likely to
Believe Entry-Level Employees Are NOT Prepared

Three-Quarters Have a Supply Chain Organization and Just Over
One-Quarter Have a Supply Chain Human Resources Department

Agenda
 Study Overview
 Career Elements

Employees Would Prefer to Work Remotely More Often

Millennials and Generation X Are More Likely Than Baby
Boomers to Work Mostly in the Office

Millennials and Those Not Yet Working Are More Likely to
Prefer Working Remotely in Part

Communication Is Rated Poorly – Only Co-Worker
Communication Is Seen as Good by Most

Baby Boomers Rate Meetings as More Effective Than Does
Generation X

Older Generations Use or Expect to Use More Methods to
Communicate with Co-Workers

Those Already Working Are More Likely Than Others to Use
Text, Phone, Email, and Instant Messenger with Co-Workers

Older Generations Are More Likely to Use Their Cell-Phones
While Waiting for Meetings Compared to Millennials

Those Already Working Are More Likely to Use Cell-Phones While
Waiting for Meetings While Others Expect to Prepare for the
Meeting

There Are No Notable Differences in Internet Access
Among Subgroups

LinkedIn and Facebook Are the Most Frequently Use Social
Media Networks

Millennials and Those Not Yet Working Are More Likely Than
Others to Use Facebook, Instagram and Snapchat

Older Generations Use More Sources for News

Supply Chain Talent Study - MARCH 2017 - Preliminary Summary Charts

Recommandé

Recommandé

Contenu connexe

Tendances

Tendances (20)

Similaire à Supply Chain Talent Study - MARCH 2017 - Preliminary Summary Charts

Similaire à Supply Chain Talent Study - MARCH 2017 - Preliminary Summary Charts (20)

Plus de Lora Cecere

Plus de Lora Cecere (20)

Dernier

Dernier (20)

Supply Chain Talent Study - MARCH 2017 - Preliminary Summary Charts