Supply Chain Talent:
A Research StudyFINAL Summary Charts 2017
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Agenda
Study Overview
Career Elements
Supply Chain as a Career
Recruitment and Training
Communication and Media
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Study Overview
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Most Respondents Are Currently or Recently Employed
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Over Half of Respondents Currently or Recently Worked as
End-Users
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One Third of Respondents Work at a Manufacturer
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Business Respondents Worked in a Variety of Industries
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Business Respondents Worked in a Variety of Industries
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Most of Academic Respondents Are Professors;
Students Are Split by Degree Level They Are Seeking
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Half of Respondents Belong to Generation X
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Respondents Are Primarily Male, Caucasian and/or
Based in the US or Canada
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Respondent Summary by Work Status
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Agenda
Study Overview
Career Elements
Supply Chain as a Career
Recruitment and Training
Communication and Media
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Respondents Expect to Work for an Average of 7.5
Organizations or Institutions Over Their Careers
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Baby Boomers Expect to Work for More Organization or
Institutions Than Others
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Half of Business Employees Work 41-50 Hours per Week;
They Work 48 Hours on Average
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Baby Boomers Work More per Week Than Do Millennials
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Students and Those Not Working Yet Expect to Work Less
Than Employees Actually Do
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Most Respondents Are Satisfied with Their Current or Most
Recent Jobs
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Baby Boomers, Vendors, Academics, and Remote Employees
Are Most Satisfied with Their Jobs
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Most Important Aspects of a Job Include Salary, Challenging
Work, Work-Life Balance, Talented Team, and Appreciation
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Generation X and Millennials Care More About Work-Life Balance,
Professional Development and a Clear Career Path Compared to
Baby Boomers
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Millennials Care More Than Baby Boomers Do about Professional
Development, Career Path, and Work-Life Balance
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Those Not Yet Working in Supply Chain Care More About
Professional Development, Diversity, and Work-Life Balance
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Women Care More Than Men Do About Flexible Work Hours,
Believing in What They Do and a Reasonable Commute
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Non-Caucasians Care More About Professional Development,
Career Path, Diversity, Image, and Office Location
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Top Five Aspects About Current/Recent Job Include Challenging
Work, Salary, Work-Life Balance, Talented Team, Work You Believe
In, and Flexible Work Arrangements
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Generation X and Millennials Are More Likely to Like Their Office
Location and Professional Development Opportunities Compared
to Baby Boomers
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Those Satisfied with Their Jobs Are More Likely to Have
Career Growth Opportunities and a Supportive Environment
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Job Aspects That Are Important but Under Delivering Include
Talented Team, Appreciation, Leadership, Training, Flexible Work,
and a Company You Believe In
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Job Aspects That Are Important but Under Delivering Include
Salary, Leadership, Training, Career Path, Balance, and
Appreciation
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Millennials Stand Out for the Perceived Performance Gap in
Training and Professional Development
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Non-Caucasians Stand Out for the Perceived Performance
Gap in Training and Professional Development
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Having the Potential to Advance Is More Important Than
Having a Mentor or Coach
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Millennials and Students/Looking for Work Care More About
All Three Support Elements Than Others
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Agenda
Study Overview
Career Elements
Supply Chain as a Career
Recruitment and Training
Communication and Media
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Most Believe That Supply Chain Is a Good Career Choice
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Those Not Yet Working in Supply Chain Are More Likely to
Consider it a Good Career Than Those Employed
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Opportunity and Growth Are Key Terms to Why Supply Chain
Is a Good Career
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Top Three Challenges Regarding Supply Chain Employees
Including Lack of Next-Generation Training, Reluctance to
Embrace New Ways, and Finding Quality Employees
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Millennials Are More Likely Than Baby Boomers to Be Concerned
About Reluctance to Embrace New Ways and Problems
Incorporating Technology
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Business Employees and Students Are More Concerned Than
Academics About Lack of Training and Incorporating Technology
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Most Important Boss Characteristics Include Communication,
Motivation, Leadership, and Ownership
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Baby Boomers Are More Likely Than Millennials to Consider Clear
Communication and Vision Important Boss Characteristics
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Those Who Are Students/Looking for Work Care More Than Others About
a Boss Embracing Diverse People and Ideas
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Top Skills for Supply Chain Employees Include Problem-
Solving, Analytical, and Ability to See the Big Picture
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Millennials and Generation X Are More Likely Than Baby Boomers
to Report It Is Important for Employees to “Think Out of the Box”
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Business and Academic Employees Are More Likely Than
Students/Looking for Work to Think Seeing the Big Picture Is
Important for Employees
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Agenda
Study Overview
Career Elements
Supply Chain as a Career
Recruitment and Training
Communication and Media
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Over Two-Thirds Think Entry-Level Supply Chain Employees
Are At Least Somewhat Prepared for the Work
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Academics and Students Are More Likely than Business
Employees to Believe Entry-Level Employees Are Prepared
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Key Terms Related to Improving Entry-Level Employee
Preparedness Include Training, Internships, and Experience
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Onboarding, Cross-Functional, and Growth Training Are
Among Most Important to Offer Supply Chain Employees
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Millennials Care More Than Others About
Internships or Co-ops
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Those Not Yet Working Care More About Getting Growth
Training, Next Generation Training, and Internships
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Those Not Yet Working Care More About Getting Growth
Training, Next Generation Training, and Internships
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Top Supply Chain Positions in Perceived Demand Are
Demand Planner, Supply Planner, and Data Scientist
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Baby Boomers Are More Likely Than Others to Consider
Demand Planners to Be in High Demand
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Academics Consider Demand Planners and Data Scientists to
Be More in Demand Than Do Business Employees
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Three-Quarters Have a Supply Chain Organization and Just Over
One-Quarter Have a Supply Chain Human Resources Department
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Key Terms Related to Human Resource Department Improvement
Include Development, Opportunities, and Communication
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Agenda
Study Overview
Career Elements
Supply Chain as a Career
Recruitment and Training
Communication and Media
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Employees Would Prefer to Work Remotely More Often
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Millennials and Generation X Are More Likely Than Baby
Boomers to Work Mostly in the Office
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Millennials and Those Not Yet Working Are More Likely to
Prefer Working in an Office
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Communication Is Rated Poorly – Only Co-Worker
Communication Is Seen as Good by Most
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There Are No Notable Generational Differences in
Communication Effectiveness at Work
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Older Generations Use More Methods to Communicate with
Co-Workers Than Do Millennials
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Business Employees Are More Likely Than Students to Use
Text, Phone, Email, and Instant Messenger with Co-Workers
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Older Generations Are More Likely to Use Their Cell-Phones
While Waiting for Meetings Compared to Millennials
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Those Already Working Are More Likely to Use Cell-Phones
While Waiting for Meetings
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Baby Boomers and Academics Have/Expect Greater Internet
Access Than Others
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LinkedIn and Facebook Are the Most Frequently Use Social
Media Networks
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Millennials and Those Not Yet Working Are More Likely Than
Others to Use Facebook, Instagram and Snapchat
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Older Generations Use More Sources for News
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