Abe Eshkenazi, CSCP, CPA, CAE
CEO, Association For Supply Chain Management (ASCM)
Opportunities in supply chain are abundant, but organisations must counteract the talent shortage with a focus on resilience, risk management and upskilling workers.
Thanks to the pandemic and increased awareness of the logistics of moving products from shipping containers to warehouses to consumers, staffing an effective supply chain is more crucial than ever. The growth potential for workers in this field makes it a desirable and lucrative career for a new generation. However, supply chain management isn’t immune to the labour shortages facing most industries today. Supply chain managers must think critically to find the right talent for open roles.
Building a resilient supply chain and talent pool
Resilience in supply chain means planning for an inevitable catastrophe: avoiding it when possible; enduring the disturbance when necessary; and rebounding after the disruption is over. Building a resilient staff is comparable.
There are many things about maintaining a functional workforce that supply chain managers can’t control. This includes shifting expectations about where work takes place; fluctuating demand for certain products or skills; and a changing environment, requiring business relocation. Resilience requires visibility up and down the supply chain — including determining which positions can be upskilled versus those that require new hires — so that the business can rebound quickly from any staffing shortage.
There are many things about maintaining a functional workforce that supply chain managers can’t control.
Managing risk with digital tools
There is risk in underemployment and misalignment in the number of workers and the qualifications they hold. One way to manage this risk is by adopting a digital supply chain. Using robotics, AI and data analytics will improve efficiency, and digital innovation can attract workers who may not have previously considered a career in supply chain.
Upskilling to create the workforce you need
Matching the investment in technology with an investment in talent is a winning formula. Existing employees can benefit from the adoption of new technologies, but they’ll need proper training to succeed. Offering opportunities to upskill — such as paying for new credentials, sponsoring trips to conferences and implementing cutting-edge technologies in the supply chain — can encourage workers to mature into new roles and advance their careers while fulfilling the needs of the company.
