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Five pillars to build a supply chain talent strategy

A group of people sitting waiting for an interview

With digital transformation and innovation disrupting supply chain planning, we take a look at Gartner's five key pillars to build a talent strategy.

In order to better support digital transformation within the supply chain industry, traditional approaches to recruiting talent must go through its own transformation in order to offset current talent shortages within supply chain. 

Founded in 1979, Gartner is a leading research and advisory company, providing business insights, advice and tools for senior leaders to achieve mission-critical priorities. Below, we take a closer look at its five talent strategy pillars for supply chain planning.

1. Role-based capabilities

First things first - communication. Though it might seem obvious, with a 60% growth in technology skill requirements in non-IT jobs, articulating the skills, competencies and experience required from a candidate, is a fundamental foundation needed in order to be successful. 

“Focus on a shortlist of the most critical capabilities your organisation will need to remain competitive in the next two to five years. This might include competencies such as curiosity, collaboration or data-driven decision-making. Candidates should display the majority of these capabilities, but there should be room for development on the job as well,” said Caroline Chumakov, principal analyst with the Gartner Supply Chain Practice.

2. Career pathways 

Recent Gartner surveys have identified that within SCP the lack of a defined career path is a direct correlation to employees seeking employment elsewhere. So when it comes to “building career pathways, allow for lateral movements both within the planning organisation and across other functions,” highlights Ms. Chumakov, who adds that “the challenge is twofold: creating the opportunity and then making sure that people see it and know what it takes to chart the path.”

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3. Learning and development

When it comes to fostering learning and development Gartner highlights that one of the most effective ways is the use of the ‘70-20-10 model’. 

The model’s concept outlines:

  • 70% should be on the job learning and development via ‘learning interventions’ (i.e. stretch assignments and job rotation.)

  • 20% should be relationship-based learning and development (i.e. mentoring and sharing with peers.)

  • 10% should be formal training sessions (i.e. certficiations and classroom training.)

4. Recruiting and onboarding

An expansion on ‘role-based capabilities’ is recruiting and onboarding. Gartner highlights the importance of communication when it comes to identifying talent pools, with emphasis on key attraction drivers.

In addition to communication, consistency throughout not only recruiting and onboarding but the entire talent strategy is also a key factor to consider.

5. Performance management

A simple yet effective way to measure and reward employees in order to drive successful performance and create tailored development plans that balance: business needs, the current performance of an employee and the employee's career aspirations.

Did you know? Gartner recently held its Gartner Supply Chain Planning Summit, during which the company’s analysts explained these five key pillars to build a talent strategy.  

For more information on all topics for Procurement, Supply Chain & Logistics - please take a look at the latest edition of Supply Chain Digital magazine.

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