{"id":2108,"date":"2019-03-27T16:33:29","date_gmt":"2019-03-27T21:33:29","guid":{"rendered":"http:\/\/dev-mhisolutionsmag.officialdirectory.com\/?p=2108"},"modified":"2019-06-19T16:21:28","modified_gmt":"2019-06-19T21:21:28","slug":"bridging-the-generational-talent-gap","status":"publish","type":"post","link":"https:\/\/www.mhisolutionsmag.com\/index.php\/2019\/03\/27\/bridging-the-generational-talent-gap\/","title":{"rendered":"Bridging the (Generational) Talent Gap"},"content":{"rendered":"

\"\"<\/a>The key to ingratiating the current generation is being forthcoming about the current state of your supply chain and helping them understand the role they can play in it.<\/p>\n

* By Randy V. Bradley, Ph.D *<\/em><\/p>\n

Much has been made about the younger generation not being interested in the supply chain profession, but I can\u2019t fully agree with that sentiment. One reason for my disagreement is that the data doesn\u2019t support such conclusions. For instance, take a look at the top supply chain programs in the United States and you will quickly notice a steady increase in enrollments and graduates in supply chain management.<\/p>\n

For some time, we\u2019ve accepted the notion that the supply chain profession has either an image or marketing problem. I submit that the answer is not \u201cor\u201d but rather \u201cand.\u201d Both are major concerns for our profession. Yes, we can attempt to paint supply chains as \u201chigh tech1\u201d (and I\u2019m a firm believer that is the case for some companies), but the reality is that it is not true for the vast majority of companies seeking to recruit and hire new or recent graduates.<\/p>\n

One of the more saddening stories I hear from employers is that they hire new talent but can\u2019t retain that talent. Part of the reason for not being able to retain the talent is that it doesn\u2019t take the talent long to realize they were sold a \u201cbill of goods\u201d (i.e. a falsehood, a sham, made promises that knowingly can\u2019t or won\u2019t be kept) during the recruitment process. In fact, what they inherited (i.e., the actual supply chain operations) did not resemble what was described to them during in the \u201cwooing\u201d phase.<\/p>\n

If companies want to retain the supply chain talent they attract, specifically the newly minted supply chain talent, they must be \u201creal\u201d with them. It\u2019s OK that you don\u2019t have the latest and greatest gadgets in your supply chain organization. It\u2019s OK that \u201cAI\u201d in your organization refers to \u201carchaic infrastructure.\u201d It\u2019s OK that the only wearables in use in your warehouse are goggles, ear plugs, and steel-toe boots. The current generation is more turned off by the \u201csmoke and mirrors\u201d than they are by your company\u2019s lag on the \u201ccool tech\u201d maturity scale. As I have said at previous MODEX and ProMat conferences, the current generation wants the opportunity to be creative and solve challenging problems. They are not infatuated with the mundane. They want the flexibility to leverage their unique understanding of NextGen supply chains.<\/p>\n

Read More…<\/em><\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

The key to ingratiating the current generation is being forthcoming about the current state of your supply chain and helping them understand the role they can play in it. * By Randy V. Bradley, Ph.D * Much has been made about the younger generation not being interested in the supply chain profession, but I can\u2019t …<\/p>\n","protected":false},"author":46,"featured_media":2064,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[12],"tags":[60,61],"class_list":["post-2108","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-human-resources","tag-randy-v-bradley","tag-talent-gap"],"yoast_head":"\nBridging the (Generational) Talent Gap - MHI Solutions<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.mhisolutionsmag.com\/index.php\/2019\/03\/27\/bridging-the-generational-talent-gap\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Bridging the (Generational) Talent Gap - MHI Solutions\" \/>\n<meta property=\"og:description\" content=\"The key to ingratiating the current generation is being forthcoming about the current state of your supply chain and helping them understand the role they can play in it. * By Randy V. 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