Supply Chain Talent Study - July 2017 - FINAL Summary Charts

Supply Chain Talent:
A Research Study
FINAL 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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Supply Chain Talent Study - July 2017 - FINAL Summary Charts