Five Proven Strategies to Close the Gaps
Ask any supply chain leader, “Is the management of supply chain talent important?” and you will get an overwhelming “Yes!” as a response.
Yet, only 14% of companies rate themselves as doing better than their peer group when it comes to managing supply chain talent.
Surprisingly, 43% of the survey respondents believe that they perform worse on the management of supply chain talent than their peers. The ratio is 3:1. Why the gap?
There are many drivers, but the primary reasons are three: management support, recruitment, and staff development.
The largest gap is in the area of middle-management talent. Most companies have active programs for entry level employees, or “high-potential” employees being fast-tracked to senior leadership positions; however, the largest issues are in the area of middle-management talent.
The average company has 15% turnover with 13% of positions open. The average time to fill a job is between four and five months. In the critical areas of demand planning, supply planning, and Sales and Operations Planning (S&OP) leadership, the time can be much longer. Currently, there is more demand than supply.
Companies are competing for supply chain talent. Those that have well-defined supply chain talent strategies and aligned/supportive management have the best shot at getting the best talent.