WANTED: Supply Chain Superstars & HR Hero’s

It’s not that long ago when the job of a Supply Chain Manager was largely unknown as the collective function responsible for management of many key activities involved in bringing a product to market.

In the past organizations had an often disjointed mix of Warehousing, Transport, Procurement, Planning, Operations etc with each seen as a specific stand-alone function and in some cases reporting to very different departments or managers. This was the norm until a more holistic approach to Supply Chain eventually became the trend.

One of the best things to have happened for Supply Chain in recent years was arguably the beginning of the global financial crisis when organizations had no choice but look inwardly at cost saving initiatives without causing too much disruption to their business in general.

The Supply Chain Superstars were born…

Once organizations adopted this approach and put in place their Supply Chain leaders they were soon presented with a high level view of all “Supply Chain” activities bringing (in some cases) immediate cost savings and efficiency improvements whilst highlighting other areas where further cost savings and efficiency improvements could be made given more time and focus.

Now seen as one of the most important strategic business functions any company could have, Supply Chain finally took its rightful place in the boardroom, and we haven’t looked back!

A Supply Chain supported by clever software systems and automation, as well as practices and methodology such as Kaizen, and Lean 6 Sigma etc won’t work though unless the combined efforts of all the people involved in the chain actually make it work.

Back we go to “The People Supply Chain” this is where the HR Hero’s come in!

Superheros

When all of the above can only be driven by people why do we still see many companies with their HR departments purely viewed as an admin function, we see more and more HR business partner titles but are those HR professionals really being brought in as strategic partners to the business, or are they just paper shufflers?

Are they involved in shaping the strategic and operational focus of the company? Are the HR processes, procedures and the overall talent management strategy aligned with the company’s overall vision and strategy.

Has that other empty seat in the boardroom been filled by a Chief HR Officer yet?

Leading organizations have developed all-encompassing talent management strategies which provide support and development throughout the whole employment life cycle of its employees whilst aligning perfectly with the strategic direction of the company.

The era of the CHRO’s and the CSCO’s is upon us!


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Urgent & essential job vacancy! (It’s been open for at least one year)

Here’s an interesting question…do you employ people for jobs or do you build your jobs around each individual you employ?

Where do you draw the line?

I have regular discussions with business owners, senior decision makers and hiring managers who are looking for people to “tick all the boxes” for vacant posts as per very specific (non negotiable) job descriptions and as a result of this they haven’t employed anyone at all and usually tend to have their vacant positions open for months on end.

Imagine having a key position vacant for the past year which is (in a very significant way) going to be impacting the rest of your team, your business, your clients and ultimately revenue and market position.

In the current business climate the majority of the people and the companies which are succeeding are those which continue to be flexible, those which are constantly adapting and innovating in order to keep making money.

The good news is that more and more companies are taking an increasingly pragmatic approach to the job fit vs candidate fit by regularly adapting role profiles.

When they  meet people who they really want in their business they adapt, innovate and simply put…. find a way to make it work!

holes

I would bet that these companies are amongst the leaders in their field.

If they are applying similar principles to the rest of their business its a pretty safe bet in my view.

If you are hiring and have had an open vacancy for a long time yet still cant find the right person then maybe the person with the skills and experience you want simply doesn’t exist or if they do then maybe your business just isn’t an attractive enough option for them to want to join?

There’s actually a good chance you have already met the ideal person for the business need, maybe you just need to find a way to make it work.

Taking a more open and flexible approach and being prepared to build a role around a person enables an organization to utilize more of each employees strengths rather than just the specific skills / experience required for a pre-set role.

The company stands to gain a higher return on investment for each person they employ and as long as the employee is receiving fair compensation for an expanded role they are normally happier as well.

The world has changed, ticking boxes is not enough.

Don’t restrict your business by looking for the obvious or by doing things a certain way just because that’s the way you have always done things.

Be open to new ideas…. be entrepreneurial!


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