Workforce

In addition to examining the eight innovative technologies anticipated to help meet companies’ struggles to meet customer demands for faster, better service at lower costs, the 2015 MHI Annual Industry Report: Supply chain innovation – Making the impossible possible acknowledges that the skill sets of the workers supporting them must be equally as sophisticated as the technologies themselves. Simply finding ...

What’s keeping you up at night?” It’s the question we’ve all been trained to ask when we want to understand the big challenges that our colleagues are facing. And for supply chain executives these days, the answers almost always involve people. How do we find, train and retain the talent that we need to sustain and grow our companies? The ...

A significant shortage of skilled supply chain professionals is prompting industry to focus on effective and inventive ways to recruit and retain talent. A growing interest in sophisticated, agile supply chains has combined with an improving economy and the graying of skilled executive ranks, among other factors, to create what one expert calls a “perfect storm” of need for supply ...

The value of certifications is debated in almost all industries as organizations try to quantify the benefits of certification versus college education, sometimes basing the answers on entry level versus management positions. Certifications seem to be growing in importance as the need for ongoing education that reflect changes in a global, technology-based business environment grows and as new positions are ...

Sometime in 2015, the young adults of the generation born between 1980 and 2000—the Millennials, or Generation Y—will displace Baby Boomers as the largest group in the workplace. Although some critics have labeled them as slackers with a sense of entitlement, that characterization is unfair. Gen Ys are undoubtedly different from both Gen Xers (born 1965-1980) and Boomers (born 1946-1965), ...

Employee turnover is costly. Losing one link in the chain of your operation can be quantified not only in the time it takes to replace that person, but that in which it takes your new hire to get up to speed. It’s a bill that can run anywhere from 50 to 400 percent of that staffer’s salary, according to the ...