Logistics companies must adopt multidimensional strategies to address the risk of losing major clients. This includes accurately understanding clients' true needs, achieving comprehensive organizational alignment, establishing timely feedback mechanisms, enhancing employee service capabilities, and addressing the risk management concerns of client decision-makers.
The supply chain is facing a "Great Resignation," with staff shortages, low loyalty, and limited development opportunities exacerbating employee turnover. The pandemic has accelerated workplace transformation, requiring companies to pay attention to employee needs to avoid talent drain. Factors like insufficient staffing, lack of employee engagement, and limited career growth contribute to the increasing attrition rates. Businesses need to adapt to the changing demands of the workforce and implement strategies to retain valuable employees in this evolving landscape.
Gartner research indicates that frequent turnover in supply chain leadership significantly impacts business operations. Traditional leadership models are facing challenges, and companies need to establish diversified development systems, provide clear career paths, strengthen cross-departmental collaboration, and embrace technological changes. Building a learning organization and cultivating leadership teams with resilience, collaboration skills, and forward-thinking are crucial. Addressing the leadership crisis and reducing talent attrition within the supply chain are essential for maintaining operational efficiency and achieving long-term success.
The representation of women in supply chain continues to increase, with the gender pay gap gradually narrowing, largely thanks to corporate DEI initiatives. However, career advancement bottlenecks and talent attrition remain challenges. Future efforts should focus on bolstering support for women's professional development and fostering an inclusive environment to promote gender equality and overall prosperity within the industry. Further research and targeted programs are needed to address the specific barriers women face and ensure their continued success in the supply chain field.
The World Customs Organization (WCO) is assisting ROCB Europe in restructuring its organizational framework to build a competency-based human resource management system, ultimately enhancing regional customs capacity building. By defining positions, constructing competency models, and providing ongoing support, the WCO aims to create an efficient talent engine that promotes regional trade facilitation and security. This initiative contributes to strengthening the global customs cooperation network.
The 31st Annual State of Logistics Report reveals a critical talent shortage in the logistics industry, despite revenue growth and declining customer satisfaction. This shortage spans both skilled and labor positions, exacerbated by technological advancements. Addressing this challenge requires improving the industry's image, strengthening talent development programs, optimizing compensation and benefits, enhancing work flexibility, and fostering stronger industry-academia partnerships. Overcoming the talent gap is crucial for ensuring the sustainable development and future success of the logistics sector.
MHI and Deloitte's latest report reveals a dual transformation in supply chains, driven by technology and talent. Companies are increasing technology investments, particularly in AI and IoT, while focusing on creating attractive work environments. Chinese supply chain companies face both opportunities and challenges. They need to increase R&D investment, strengthen talent development, and embrace open collaboration to gain a competitive edge in the future. The report emphasizes a holistic approach, integrating technological advancements with a people-centric strategy for sustainable growth.
The cross-border e-commerce industry is experiencing strong demand for talent and rising salaries. This article analyzes the current state of the cross-border e-commerce recruitment market and provides practical advice for creating a high-value operations resume. Key recommendations include highlighting data-driven results, optimizing personal information, and choosing the appropriate resume format. The goal is to help job seekers stand out in a competitive landscape and secure their desired roles within this rapidly growing sector.
Pinduoduo's Temu is poaching SHEIN employees with high salaries, triggering a talent war in the cross-border e-commerce sector. Temu aims to quickly improve operational efficiency and narrow the gap with SHEIN by attracting SHEIN's elite and widely recruiting cross-border e-commerce talent. However, Temu still faces significant challenges, and brand building is crucial for its long-term development.
With the support of the World Customs Organization, Madagascar Customs is implementing a competency-based human resource management system to improve the quality of customs personnel and promote trade facilitation and economic development. By building tools such as job catalogs and competency frameworks, and formulating change management plans, Madagascar Customs is moving towards the goal of building a high-performance organization. The initiative focuses on modernizing customs operations through talent development and streamlined processes to enhance trade efficiency.
