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Millennials in Supply Chain: An Industry and Supply Chain Design Perspective

By LLamasoft Editorial Team  January 8, 2018

Toward the end of 2017 two supply chain industry organizations, APICS and CSCMP, released research about the perceptions of millennials working the supply chain industry today. The results were positive overall, with 80 percent of respondents in a study completed by CSCMP and Penske stating that they find the supply chain industry to be a good one on which to focus their career. The reason for this satisfaction spans a number of areas, from the variety of job types, firsthand exposure to jobs, internships and courses, possessing passion for the topic and more.

The “Millennials in Supply Chain” research report, conducted by APICS and Peerless Research Group in conjunction with Supply Chain Management Review (SCMR) and the American Productivity & Quality Center (APQC), found similarly favorable results. Their analysis found that not only are more and more women entering the field, but the overwhelming majority said that they find their careers to be personally rewarding. So much so that 81 percent said feel they can make a difference in the supply chain field, 87 percent believe working in the field will help with their personal growth and development, and 88 percent agree that there are opportunities for advancement within the field.

However, both sets of research identified improvements to be made to maintain this talent. The APICS research demonstrated a significant pay gap between men and women working in the industry, reflective of a larger professional problem in the U.S. today. And according to the CSCMP research, 32 percent of respondents said they could be lured away for career advancement and 27 percent would consider making a move for better salary or benefits.

We at LLamasoft are very proud to have a relatively young workforce and have become a place where many young supply chain professionals are able to grow and thrive in their careers. So, what from our perspective makes the difference?

Why is supply chain an attractive field for LLamasoft employees?

  • Focus on solving business problems with analytics: Many consultants have a strong interest in solving real world problems. For example, solving supply chain problems requires you to work with a lot of data and dive deep into descriptive, predictive and prescriptive analytics. This seems to closely align closely with their interest.
  • Scale of impact: A LLamasoft supply chain design consultant mentioned that he like
    [s] to tailor my research work/projects to be impactful. Any small change you bring about in a company’s supply chain will have a large impact on the way it runs. Every decision you make defines the company’s organizational structure and its business strategy to compete in the market. This has always been another driving factor for me.” 

Why LLamasoft?

LLamasoft is the leader in our industry and has become the industry standard for network optimization software. With new products being rolled out and our teams constantly growing there is ample opportunity for growth in multiple domains. On a related note, LLamasoft gives employees the opportunity to explore a lot of avenues outside of their specific role and/or team. For example, LLamas are encouraged to actively engage with other departments and collaborate with one another on a regular basis.

LLamasoft Employee Success Initiatives:

  • Diversity: One of our core values is “Don’t care what ya look lak, where ya frum” and we really emphasize that in the hiring process. We believe that we need to hire the right candidate regardless of race, sex or nationality. We have a very diverse workforce at our organization which tends to be attractive to millennials.
  • Professional Development:
    • The opportunity to progress your career with our PD plans, which includes continued training, certifications and the ability to attend professional conferences related to your career goals.
    • Tools to help teams with performance management so individuals have an opportunity to address concerns, wins, recognitions on a frequent basis.
  • Pay differences: We bring people in at the same level of pay per their experience. We are also in the process of implementing pay bands to ensure equal compensation and transparency across the organization.