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».
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.
Los gerentes de planta exitosos no solo se destacan en habilidades técnicas, sino que también poseen un conocimiento integral de la organización, buscan habilidades transferibles sobre la experiencia específica y fomentan una mentalidad de mejora continua y creatividad. Estas características no solo definen su éxito actual, sino que también contribuyen al crecimiento y la innovación sostenibles de la empresa.
En los próximos meses estaremos emocionados de tomar las lecciones aprendidas en este vuelo para continuar el programa Aquila en su progreso y su fin de unir al mundo mediante la conectividad.
En busca de los detalles más finos para fotografiar a sus hijos en momentos intensos y genuinos, en los que se capturen la esencia del momento y sea digno de mostrarse al mundo.
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Lin Xuan felt that it was not enough for him to give them all, so they are trying to find a way to get more precious resources and spiritual veins in it.He felt his hair stand on end and tried his best to dodge, but found that he couldn t dodge the sword at all.
At the same time, a crack appeared on Lin Xuan s body.don t be ashamed of yourself here, the younger ones can t beat it, and the older ones will be ashamed if they make a move.
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In the end, there were no warriors who dared to come here, but after flying for a while, But he frowned, and found that there were more and more figures in front of him, and even the aura of a holy king was permeating.I have participated in the test twice before, so I know that there are not so many people in the test.
After seeing Xiaoyu, she also flew over. Mother, I succeeded.But a sky swallowing pot created tens of millions of vortices, directly blocking their way.
Facing such an attack, they might not even have a chance to make a move.The monstrous flames flew, and the surrounding ice melted.
Lin Xuan s pupils shrank sharply. This is the power of light.Could it be that the other party is the upper half No, absolutely impossible.
Facing the aura of the Great Sage, Lin Xuan also took a deep breath.Although I still don t know what this fatal crisis is, but he will not take risks that make his hair stand on end.
The two walked out. After going out, Lin Xuan frowned , he found that the whole cold mountain land had become more terrifying than before, so he had to get out quickly.The bodies of the three were shattered into pieces.
The great sage of the Yangguang clan did not give up and turned into an aurora, reaching the extreme, and shot again.Law. Really Great, thank you Shangxian The Supreme Elder was extremely happy.
On the other side, Ming Chen roared and slapped the inside with his palm.Lin Xuan looked at the other party and sneered, she really put herself first I m afraid you don t have the right to be arrogant in front of me.
This kid is going to be in danger, Yin Su s face is serious, Qin Xian er s face is pale.
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.