Anne Omrod, President and Chief Executive Officer, John Galt Solutions Inc.
Though the worst of the recession appears to have passed, the level of uncertainty in the global economy remains high. Supply chains must be prepared to adapt to rapid change in market conditions—more now than ever. One way to achieve this is through segmentation of products according to the level of risk inherent in their data, which leads to more effective inventory policies and supply responsiveness. This segmentation can be challenging to perform effectively, but John Galt's Scenario Analysis module is designed to perform this function effectively and enable quicker reactions. As a solutions provider, we are always looking for new ways to deliver value to our customers. Our latest version of the Atlas Planning software is designed to lower the overall cost of support for our clients and enable a more flexible and responsive supply chain. We are also developing new methods of evaluating our customers' forecasting and inventory challenges and delivering workable strategies to help increase sales and competitiveness.
Jennifer Spicher, Vice President, KellyOCG, Kelly Services Inc.
KellyOCG acts as a talent advisor to clients to enable them to fulfill their talent requirements. We have found that approximately 20 percent of companies are fully satisfied with their access to talent. We also find that organizations that are satisfied tend to be those that manage talent according to supply chain principles. For most organizations, thinking about talent acquisition in a supply chain framework is a new idea. Just as a supply chain of raw goods and materials is managed in manufacturing, access to skill-specific talent can be effectively procured and managed using a talent supply chain. Organizations need to proactively evaluate their entire talent supply chain when planning for future needs. Traditionally, organizations have focused workforce planning efforts on their full-time workforce and as a result could be ignoring as much as 40 percent of the talent delivering services to their organization. This includes not only temporary agency workers but independent contractors, statement of work contractors and others. Understanding the value that can be achieved by including all talent types within the supply chain can enable an organization to drive success across their entire enterprise. This holistic approach ensures that operations has timely access to the talent needed to meet their business goals; HR ensures the caliber of talent meets organizations requirement; and procurement achieves their cost optimization targets—driving the organization to achieve their strategic objectives.
Megan Pulliam, Vice President of Channel Sales, Liaison Technologies
Our main practice is coming up with more transaction automation for our customers ad partners. Automation is a topic that needs more attention in the supply chain industry. With all of the technological advances that have continued to expand, customers are looking for pricing and availability, online access, cloud availability (through cloud brokerage services) and configuration tools. All of these will become mission-critical for enterprises, in addition to maintaining the human element. With the growing number of female leaders positioning the supply chain for global growth, it all boils down to the natural evolution in the way business is being done. Women have and will continue to be just as motivated, if not more, to prove their wit and leadership in what has historically been known to be a male-dominated world. Along with this, most women do not see working as optional anymore, which is really a trend across all industries and market sectors. They are also choosing to go back to work after marriage and children, which in turn is also leading to longer work experience that enables them to move into these leadership roles. The most important thing I think women need is meaningful networking opportunities. One option for this is through social media outlets like LinkedIn. Yes, there are many “groups” on LinkedIn, but what it’s missing is sponsorship from an accredited publication or industry trade group. At the same time, we need to make sure that the sponsored groups are not self-promotional. When I think of a networking group, I think of like-minded women, sharing their ideas based on real experience in the industry. This would also give more opportunity to meet the right people that might end up being a future employee—because you are learning their real opinions, expertise and skills.