2014 Talent Study - Summary Charts - 18 AUG 2014

Supply Chain Insights LLC Copyright © 2014, p. 1

Supply Chain Talent Study

Summary ChartsJune-August 2014


Agenda

Study Overview

Talent Status & Issues

Talent Solutions

Talent Recruitment & Training


Study Overview


Most Companies Are Manufacturers; Companies Have an Average of 14K Employees


Half of Respondents Work in a Process Industry


Respondents Are Primarily in a Supply Chain Role,Have 14 Years in Supply Chain on Average

and 43% Are Director or Above


Respondents Are Primarily Based in the US or Canada


Most Have a Supply Chain Organization,for 12 Years on Average


President or COO Is Most Common Supply Chain Leader


Most Common Definition of Supply ChainExcellence Is “Right Product, Right Place,

Right Time at the Right Cost”


Agenda

Study Overview


Talent Solutions



46% Consider Supply Chain Talent to BeOne of Their Top 3 Elements of Business Pain


Two in Five Report Their Company Is Worse Than ItsPeers at Managing Supply Chain Talent


Companies Performing Worse Than Peers Due to a Lack of Support, Poor Staff Development

and Poor Recruiting


Open-Ended Responses to Why Performing Better Than Peers on Supply Chain Talent


Reluctance to Embrace New Ways Is Top Supply Chain Talent Issue Today


Top Talent Issues Expected in 5 Years IncludeLack of Career Path, Changing Skill Needs,

and Lack of Executive Understanding


Talent Improvements Expected in Embracing New Ways, Attracting Right People, Having Key Skills


New Challenges to Watch for Include Retirement of Key People, Turnover, Lack of College Skills, Finding Talent

in Emerging Countries & Talent Being Pulled Away


For Supply Chain Positions, Respondents Report Averages of 15% Turnover, 13% Open Positions

and Positions Open 4.5 Months on Average


Over Half Report That Middle ManagementHas Greatest Shortage of Supply Chain Talent


The Easiest Supply Chain Positions to Fill:Customer Service and Transportation


Team Work and Oral Communication Are Among Both Most Important and Top Performing


Greatest Gap in Entry-Level Skills vs. Importance:Analytical, Written, and Creative Thinking


Greatest Opportunity for Entry-level Skills:Analytical, Written, Oral, Creative Thinking & Relationships


Agenda

Study Overview


Talent Solutions



Competitive Salary, Promoting from Within, and Corporate Image Are Among the Most Important and Best Performing

Talent Solutions


Training and Salary Are the Primary Gaps in Talent Solutions


Greatest Opportunity to Improve Talent Solutions Lies in Training New and Existing Employees


Ideas for Attracting and Retaining Talent IncludeSupply Chain Support, Work Value, and Development


Agenda

Study Overview


Talent Solutions



Nearly One-Third Report Having a Supply ChainHuman Resources Department


Two-In-Five Report That Middle-Management Supply Chain Positions Are Filled from Within


Personal Referrals Are the Most Common Source and Among Best Performing for Hiring Middle-Management


Best Sources for Middle-Management Include Outsourced Recruiters and Personal Referrals


86% Offer Employee Training, but Only 9% Increased Their Training Budget in 2014


Training Budgets Increase Primarily Due to Changing Needs, Decrease Due to Lower Revenue


66% Have Cross-Functional Training, but Only 23% Have Planned Training Program


Procurement Is Among Cross-Training That Is Both Most Needed and Most Offered


Greatest Gaps in Cross-Training Are Reported in Strategy and Sales


Greatest Cross-Training Opportunities Lie inSales and Strategy


Primary Benefits to Hiring In-Country Include Operations, Cultural Knowledge and Language Skills

2014 Talent Study - Summary Charts - 18 AUG 2014

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