Supply Chain Talent Study - MARCH 2017 - Preliminary Summary Charts

Supply Chain Talent:

A Research StudySummary 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


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

http://www.theatlantic.com/national/archive/2014/03/here-is-when-each-generation-begins-and-ends-according-to-facts/359589/


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


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