Supply Chain Talent Study - July 2017 - FINAL Summary Charts

Supply Chain Talent:

A Research StudyFINAL 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

End-Users


One Third of Respondents Work at a Manufacturer


Business Respondents Worked in a Variety of Industries


Most of Academic Respondents Are Professors;

Students Are Split by Degree Level They Are Seeking


Half of Respondents Belong to Generation X


Respondents Are Primarily Male, Caucasian and/or

Based in the US or Canada


Respondent Summary by Work Status


Agenda

Study Overview

Career Elements





Respondents Expect to Work for an Average of 7.5

Organizations or Institutions Over Their Careers


Baby Boomers Expect to Work for More Organization or

Institutions Than Others


Half of Business Employees Work 41-50 Hours per Week;

They Work 48 Hours on Average


Baby Boomers Work More per Week Than Do Millennials


Students and Those Not Working Yet Expect to Work Less

Than Employees Actually Do


Most Respondents Are Satisfied with Their Current or Most

Recent Jobs


Baby Boomers, Vendors, Academics, and Remote Employees

Are Most Satisfied with Their Jobs


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


Millennials Care More Than Baby Boomers Do about Professional

Development, Career Path, and Work-Life Balance


Those Not Yet Working in Supply Chain Care More About

Professional Development, Diversity, and Work-Life Balance


Women Care More Than Men Do About Flexible Work Hours,

Believing in What They Do and a Reasonable Commute


Non-Caucasians Care More About Professional Development,

Career Path, Diversity, Image, and Office Location


Top Five Aspects About Current/Recent Job Include Challenging

Work, Salary, Work-Life Balance, Talented Team, Work You Believe

In, and Flexible Work Arrangements


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 Under Delivering Include

Talented Team, Appreciation, Leadership, Training, Flexible Work,

and a Company You Believe In


Job Aspects That Are Important but Under Delivering Include

Salary, Leadership, Training, Career Path, Balance, and

Appreciation


Millennials Stand Out for the Perceived Performance Gap in

Training and Professional Development


Non-Caucasians Stand Out for the Perceived Performance

Gap in Training and Professional Development


Having the Potential to Advance Is More Important Than

Having a Mentor or Coach


Millennials and Students/Looking for Work Care More About

All Three Support Elements Than Others


Agenda

Study Overview

Career Elements





Most Believe That Supply Chain Is a Good Career Choice


Those Not Yet Working in Supply Chain Are More Likely to

Consider it a Good Career Than Those Employed


Opportunity and Growth Are Key Terms to Why Supply Chain

Is a Good Career


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


Business Employees and Students Are More Concerned Than

Academics About Lack of Training and Incorporating Technology


Most Important Boss Characteristics Include Communication,

Motivation, Leadership, and Ownership


Baby Boomers Are More Likely Than Millennials to Consider Clear

Communication and Vision Important Boss Characteristics


Those Who Are Students/Looking for Work Care More Than Others About

a Boss Embracing Diverse People and Ideas


Top Skills for Supply Chain Employees Include Problem-

Solving, Analytical, and Ability to See the Big Picture


Millennials and Generation X Are More Likely Than Baby Boomers

to Report It Is Important for Employees to “Think Out of the Box”


Business and Academic Employees Are More Likely Than

Students/Looking for Work to Think Seeing the Big Picture Is

Important for Employees


Agenda

Study Overview

Career Elements





Over Two-Thirds Think Entry-Level Supply Chain Employees

Are At Least Somewhat Prepared for the Work


Academics and Students Are More Likely than Business

Employees to Believe Entry-Level Employees Are Prepared


Key Terms Related to Improving Entry-Level Employee

Preparedness Include Training, Internships, and Experience


Onboarding, Cross-Functional, and Growth Training Are

Among Most Important to Offer Supply Chain Employees


Millennials Care More Than Others About

Internships or Co-ops


Those Not Yet Working Care More About Getting Growth

Training, Next Generation Training, and Internships


Top Supply Chain Positions in Perceived Demand Are

Demand Planner, Supply Planner, and Data Scientist


Baby Boomers Are More Likely Than Others to Consider

Demand Planners to Be in High Demand


Academics Consider Demand Planners and Data Scientists to

Be More in Demand Than Do Business Employees


Three-Quarters Have a Supply Chain Organization and Just Over

One-Quarter Have a Supply Chain Human Resources Department


Key Terms Related to Human Resource Department Improvement

Include Development, Opportunities, and Communication


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 in an Office


Communication Is Rated Poorly – Only Co-Worker

Communication Is Seen as Good by Most


There Are No Notable Generational Differences in

Communication Effectiveness at Work


Older Generations Use More Methods to Communicate with

Co-Workers Than Do Millennials


Business Employees Are More Likely Than Students 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


Baby Boomers and Academics Have/Expect Greater Internet

Access Than Others


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 - July 2017 - FINAL Summary Charts

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