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».
Con los cambios que la ley federal establece, los productores y procesadores de alimentos están en primera línea aceptando una responsabilidad significativa por la inocuidad de los alimentos.
Las tendencias para las áreas clave en las organizaciones se dirigen hacía la contratación de personal estratégico y adopción de tecnologías de la información.
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Zaan noticed that even though the blazing flames were separated, the Tai a sword at this time exuded a cold light all over, and it seemed how many times sharper than before, and a sword intent filled the room.
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This jade slip is naturally the information recorded about the situation in the Immortal Burial Realm.After passing through the gate of light, a strong smell of blood immediately filled the entire palace.
Then how do you want to divide it Iron Monster asked.And the cultivator who was going to exchange the Thunder Water with him also felt that he was really lucky this time.
Obviously, these demon cultivators still have some ghosts.Apparently, they did not expect that a Nascent Soul stage Dzogchen monk would fight against a middle level person whose cultivation base was weaker than their own.
In the Izumo Continent, it would cost at least tens of millions.Qian er, I have to tell you something. I didn t intend to take you away Lin Haoming said straight to the point.
But this kind of gaze still made Lin Haoming feel as if he was still being cared for by an elder.Fellow Taoist came from afar, Shen Hong is justified As Duan Guang approached, a thick man s voice also sounded.
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Of course, at such a depth, Tonghuizhu has been activated all the time, otherwise Lin Haoming would be demonized within a few breaths.What the soul does consumes a lot of his soul power.
Lin Haoming asked the female cultivator to introduce the elixirs here.With the attack of countless white light spots, the ghost head couldn t hold on in an instant, and finally collapsed directly open.
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.