El informe ‘La falta de talento en Logística: desde la falta a la crisis», encargado por DHL y escrito por Lisa Harrington, presidente del Grupo lharrington, destaca los principales desafíos que se experimentan hoy en día para encontrar talentos en esta área e identifica las oportunidades para que las empresas compitan en un entorno global. A partir de que DHL evidenció una creciente crisis por encontrar talento en el sector de cadena de suministro, solicitó la encuesta a más de 350 profesionales del área logística en cinco regiones del mundo. Los resultados revelaron que hay una serie de razones que contribuyen a la crisis para encontrar talento en un entorno de rápida evolución.
«Las empresas líderes entienden que sus cadenas de suministro -y las personas que las dirigen- son esenciales para crecer de manera rentable», indicó Lisa Harrington. «Sin embargo, la tarea de encontrar personas con las habilidades necesarias para llevar a cabo estas operaciones altamente complejas es cada vez más difícil, especialmente en los niveles de gestión media y superior. A menos que las compañías resuelvan este problema, la situación podría amenazar su capacidad de competir en el escenario global».
La Oficina de Estadísticas Laborales en Estados Unidos estima que las ofertas de trabajo en el área de la logística crecerán un 26 por ciento entre los años 2010 y 2020. Adicionalmente, un estudio mundial calcula que la demanda por profesionales en el área es superior a la oferta en una proporción de 6:1. Otros predicen que la relación podría ser más drástica: de 9:1.
La encuesta reveló los principales factores que llevan a la falta de talento:
Cambios en el requerimiento de habilidades: Hoy en día, el empleado ideal tiene experiencia táctica / operativa y competencias profesionales, como habilidades analíticas. 58% de las empresas dijeron que esta combinación es difícil de encontrar. Sin embargo, el talento del mañana también debe sobresalir en liderazgo, pensamiento estratégico, innovación, y capacidades analíticas y tecnológicas de alto nivel.
Envejecimiento de la fuerza laboral: Hasta un tercio de la fuerza de trabajo actual está cerca o más allá de la edad de jubilación.
Falta de desarrollo: Un tercio de las empresas encuestadas no han tomado medidas para crear o desarrollar a su futuro talento.
Percepción que los trabajos relacionados con logística carecen de emoción: La industria sigue luchando con la percepción de que otros campos son más prestigiosos y ofrecen más oportunidades, aumentando la falta de interés por parte de la futura fuerza laboral.
«Las empresas están reconociendo ahora que la estrategia de contar con una buena fuente de talentos tiene un gran impacto en su rentabilidad y capacidad para mantenerse competitivas. Un estudio reciente publicó que las empresas que sobresalen en la gestión del talento aumentaron sus ingresos 2.2 veces y sus ganancias 1.5 veces más rápido en comparación con aquellas que no lo gestionan. Esa es una poderosa ventaja», abundó Harrington.
«Desafortunadamente, reclutar el talento adecuado -especialmente en los niveles críticos de nivel medio y superior- está resultando muy difícil en el entorno actual. Las nuevas tecnologías y las áreas fundamentales de la cadena de suministro han cambiado, lo que significa que ahora se requiere que una persona tenga un mayor set de habilidades que las requeridas cuando la mayoría de la fuerza laboral actual comenzó su carrera».
El informe describe numerosas oportunidades para que la industria comience a cerrar esta falta de talento. Ofrecer y comprometer un desarrollo de carrera, combinado con planes de remuneración competitivos, son algunas maneras de desarrollar y retener su talento actual. Para atraer profesionales, la industria necesita comenzar a enfatizar que la futura fuerza de trabajo necesitará tener habilidades en gestión robótica, control AI y AV, aspectos laborales que serían atractivos para los jóvenes y ayudarían a combatir la percepción negativa del sector.
«Recomendamos que las empresas empiecen con priorizar el desarrollo de su grupo de talento actual para adaptarse a los requisitos cambiantes del trabajo, a través de programas de capacitación y luego retener al personal, a través de caminos claros de carrera», compartió por su parte Louise Gennis, vicepresidente de Gestión de Talento / Adquisición, Aprendizaje y Desarrollo de DHL Supply Chain. «Nos esforzamos para cambiar la percepción que rodea el trabajo en la cadena de suministro a través de resaltar los desarrollos tecnológicos que están digitalizando la industria y que son atractivos para los jóvenes».
Gennis resaltó el éxito de las diversas iniciativas de reclutamiento y desarrollo de DHL, como evidencia de que una estrategia de gestión del talento a largo plazo y bien informada, puede ayudar a las empresas a mitigar los efectos potencialmente devastadores de una reserva de talento cada vez menor. «La falta de talento de la cadena de suministro es ahora lo suficientemente crítica como para que esté en la mente de los gerentes de la cadena de suministro en todas las industrias, pero la brecha no se desarrolló de la noche a la mañana».
«Dado que las soluciones de la cadena de suministro son nuestro negocio, hemos visto que el tema se ha desarrollado durante muchos años -y en consecuencia, hemos utilizado este tiempo para ajustar nuestro enfoque hacia la atracción, el desarrollo y la retención de talento. Nuestra experiencia única ayuda a asegurar que las vacantes estén cubiertas por expertos calificados donde quiera que nosotros y nuestros clientes operen, lo que se convertirá en un factor de éxito cada vez más crítico a medida que los recursos de talento se hacen más escasos».
La cuenta regresiva de movilidad eléctrica ha comenzado: 2020 podría representar el punto de este cambio. Volkswagen acelera hacia la nueva era con la nueva generación de vehículos eléctricos innovadores.
Talleres humanistas para vincular a los jóvenes con las 10 licenciaturas que ofrece el Claustro de Sor Juana, únicas en su tipo. La cita es en Izazaga núm. 92, Centro Histórico de la Ciudad de México. Entrada libre.
Superar los cuellos de botella en la cadena de suministro requiere un enfoque integral. Desde la identificación de problemas hasta la implementación de tecnologías y la contratación de personal adicional, las estrategias deben adaptarse a las necesidades específicas de cada empresa. La inversión en tecnologías innovadoras y la colaboración con expertos en logística son pasos clave hacia una cadena de suministro fluida y eficiente. Con un enfoque proactivo, las empresas pueden anticipar desafíos y garantizar un flujo continuo de productos hacia sus clientes.
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Although it is not among the Cave Heaven Blessed Lands, it can still be regarded as a real Feng Shui treasure land.Chen Pingan said with a smile Return the water of Nantang Lake. Yang Zhi asked doubtfully The second deposit, is this just it Chen Pingan said Mr.
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Chen Ping an was expressionless. of course I remember. One of them is a Yin Qi guidance talisman that was transformed into a Yin Qi guidance talisman by back drawing the Yang Qi lighting talisman according to Lu Tai s instructions when he was in the Flying Eagle Castle.I heard that the personal retainer of Emperor Pro Burn Keto Gummies SCAM Exposed! Review The Shocking Truth Before Buy! [1qr1ap35p]
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The person was fake, but the punch was real. I just don t know how long these mirrors of myself can last.Master Jiang, why are you cursing me Brother Jiang, what is the master of Jiang family He is extremely talented and chilling.
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Ma Yanshan s expression was still filled with gloom. tightened his fox fur collar, and cursed in a low voice It s such a cold spring day.Jin Lu joked Grandpa Qi, you love wine so much, why don t you go up the mountain to attend the wedding banquet If you go, Zhang Yujiao and I can follow you up the mountain.
He just said a few words and invited Grandmaster Pei to have a drink with him anytime he had time. Chen Ping an said Miss Zhou, brother Liu, I will help you draw a magic walking talisman and a spiritual protection talisman respectively.Xiao Mo is too kind. Cui Dongshan said more, Chief Zhou, if you don t come back, just don t come back at all.
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Qi Tingji, Ning Yao, Hao Su, Lu Zhi, and Chen Ping an. This kind of lineup, such a big pomp, is just to deal with a fourteenth realm, you, Lu Chen, can be proud of and secretly happy.This time, the manager Chang Ming is sitting at the table and is responsible for recording the names.
One time on the way to the mountain, I met an old monk who came down from the mountain in white clothes and held a green harp.After all, according to what Zhu Lian said, and by following that line of reasoning a little bit, Peixiang can Discover the Sweet Side of Keto : Algarve Keto Gummies Review [tfysy3a10]
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Remember her. Outside the old nest, the second dojo seems to be in a place called Mizhi Is it near the Wuding River, one of the tributaries of the Wild Drago River It s a pity that it s all an old almanac.However, there was a time. The Lord of the Fox Kingdom, who was weighing the pros and cons, never thought that Zhou Shuzhen would have such a strong personality and that the entire admiration building would be so determined.
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Song Jia Shu could only move his fingers slightly, but still couldn t raise his hand. Luo Fumei twitched the corner of her mouth, with a face full of sarcasm.As a rising star in the world, he was not invited by the master of the Hushan Sect this time and came uninvited.
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As for her classmates from the school in the past, one by one has become prosperous, and all she has to do is be happy for them.
El informe ‘La falta de talento en Logística: desde la falta a la crisis», encargado por DHL y escrito por Lisa Harrington, presidente del Grupo lharrington, destaca los principales desafíos que se experimentan hoy en día para encontrar talentos en esta área e identifica las oportunidades para que las empresas compitan en un entorno global. A partir de que DHL evidenció una creciente crisis por encontrar talento en el sector de cadena de suministro, solicitó la encuesta a más de 350 profesionales del área logística en cinco regiones del mundo. Los resultados revelaron que hay una serie de razones que contribuyen a la crisis para encontrar talento en un entorno de rápida evolución.