Staff shortages have hit nearly every industry in the past year, but they’re particularly impactful to supply chains. According to the Harvard Business Review, 37% of all jobs in the U.S. are in supply chain. HBR also notes that supply chain jobs “have significantly higher than average wages.” Even so, LinkedIn reported 224,000 supply chain job openings in late 2021.
Three strategies are available to address the resource gap in supply chain:
Of these three strategies, increasing part-time resource utilization often garners the least attention. Part-time labor is generally perceived to have higher turnover and lower commitment. A review of the U.S. Bureau of Labor Statistics, however, indicates that nearly 6 million workers hold full-time and part-time employment or work more than one part-time job. Two or more jobs suggests a need for higher personal income; supply chain firms may do well to attract this type of motivated employee.
While employment best practices in the context of the Big Quit typically include flexibility, attracting and retaining skilled part-time staff hinges on predictability and employment efficiency. Predictability includes consistent work schedules, while employment efficiency is the ratio of compensation to the total cost of working — including commute time and expense, unpaid breaks and child or elder care.
Specific tactics and strategies to attract workers include:
Supply chain managers need to define and execute new strategies to attract and retain staff, and predictable and efficient work schedules will be a key differentiator.
Tony Gray is director, Supply Chain as a Service, at Tata Consultancy Services (TCS).
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