Continuing relevancy is based more on a state of mind versus a state of time.
Nowhere was this fact more evident than it was with the re-release of my 2007 series Dangerous Supply Chain Myths.
Centered on my analysis of the ISM, CAPS and A.T. Kearney Succeeding in a Dynamic World report, the series was originally intended to tackle some of the most pervasive mainstream myths associated with the supply chain world back in 2007.
What is surprising is that many of the key areas highlighted as being important back then are still relevant in 2011, especially when it comes to attracting and retaining employees.
The latter point is particularly interesting given that historically those who entered the profession did so accidentally as opposed to being a career of conscious choice. This situation has for the most part changed dramatically, as a result of the increasing realization that procurement and supply chain practice in general is not merely a functional adjunct of finance but is instead a strategic element of a sound balance sheet. In short, and with the advent of supply chain degrees being offered by universities, more young people are choosing to become purchasing professionals.
However, and being somewhat contradictory to this trend, the prevailing image of purchasing professionals has not necessarily kept pace with the new found creditability enjoyed by the profession, as many executives still believe that traditional buyers are little more than disposable cogs within the wheels of the engine that drives the emerging global enterprise.
Perhaps this is one of the main reasons why Part 5 in the series (Talent Attraction and Retention – An Exercise in Platitudes?), continues to garner the most comments through the social networking world, with has many as 38 readers (and counting) offering their opinion as to why employee retention is so difficult. Studies indicate that on average, an employee will only spend 2 1/2 years with a company before moving on.
Overall, I was delighted to see that Dangerous Myths continues to resonate with both existing as well as new readers and as always, I welcome and encourage your feedback on this series and of course any and all articles that are posted to the Procurement Insights blog.
In the meantime, here is the PowerPoint excerpt from my certification seminar that was based on the Dangerous Supply Chain Myths Series. Look for the synchronized audio version in the very near future.
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(Epilogue) Response to Dangerous Supply Chain Myths series telling . . . especially Part 5 on talent attraction and retention
Posted on August 23, 2011
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Continuing relevancy is based more on a state of mind versus a state of time.
Nowhere was this fact more evident than it was with the re-release of my 2007 series Dangerous Supply Chain Myths.
Centered on my analysis of the ISM, CAPS and A.T. Kearney Succeeding in a Dynamic World report, the series was originally intended to tackle some of the most pervasive mainstream myths associated with the supply chain world back in 2007.
What is surprising is that many of the key areas highlighted as being important back then are still relevant in 2011, especially when it comes to attracting and retaining employees.
The latter point is particularly interesting given that historically those who entered the profession did so accidentally as opposed to being a career of conscious choice. This situation has for the most part changed dramatically, as a result of the increasing realization that procurement and supply chain practice in general is not merely a functional adjunct of finance but is instead a strategic element of a sound balance sheet. In short, and with the advent of supply chain degrees being offered by universities, more young people are choosing to become purchasing professionals.
However, and being somewhat contradictory to this trend, the prevailing image of purchasing professionals has not necessarily kept pace with the new found creditability enjoyed by the profession, as many executives still believe that traditional buyers are little more than disposable cogs within the wheels of the engine that drives the emerging global enterprise.
Perhaps this is one of the main reasons why Part 5 in the series (Talent Attraction and Retention – An Exercise in Platitudes?), continues to garner the most comments through the social networking world, with has many as 38 readers (and counting) offering their opinion as to why employee retention is so difficult. Studies indicate that on average, an employee will only spend 2 1/2 years with a company before moving on.
Overall, I was delighted to see that Dangerous Myths continues to resonate with both existing as well as new readers and as always, I welcome and encourage your feedback on this series and of course any and all articles that are posted to the Procurement Insights blog.
In the meantime, here is the PowerPoint excerpt from my certification seminar that was based on the Dangerous Supply Chain Myths Series. Look for the synchronized audio version in the very near future.
30
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