Introduction to GT s Supply Chain & Logistics Programs. November 7, 2017 Theresa Atkins & Carole Bennett

Transcription

1 Introduction to GT s Supply Chain & Logistics Programs November 7, 2017 Theresa Atkins & Carole Bennett 1

2 Georgia Tech Supply Chain & Logistics Institute (SCL) Our Fundamental Pillars Research Partnership Education Ecosystem SCL s primary activities involve the development of new concepts & strategies for the practice of supply chain engineering, & new tools for analysis, design, & management of logistics processes 2

3 For 26 consecutive years ranked as the best undergraduate and graduate industrial engineering program in the United States 3 BS Industrial Engineering Supply Chain Engineering Concentration Master of Science in Supply Chain Engineering MSSCE Professional Education & Workforce Development Programs

4 Corporate Partnership Programs Various levels of engagement Innovation Network Member Innovation Partner & Research Partner Strategic Partner Global Partner LEAP program Student projects Undergrad and graduate Recruiting days for: Full-time employment Internships Co-ops Capstone projects 4

5 Continuing Education 27 scheduled public short courses Stand-alone for specific skills development Can be combined to build to a certificate program (8) Designed for immediate practical application Atlanta Global Learning Center or GT Savannah Supply Chain Project Management Lean Inbound Logistics Introduction to International Logistics & Compliance Demand-Driven Supply Chain Strategy Material Handling 101 5

6 Continuing Education Custom short courses At company site, GT location or other off-site Customized content to address specific company learning needs Flexible timing Cost-effective for team training Instructors with real-world experience Examples MHPS, Schneider Logistics, Textron/ E-Z Go, Rayonnier Glynn county multi-company 6

7 Workforce Development Courses Supply Chain Fundamentals 9 Courses self-paced study; multi-media; low cost Consistent with new national certification programs Targeted toward entry-level and supervisory level employees Courses can also be offered in multiple formats. We can also tailor/customize delivery of the courses to specific needs. Warehousing Operations Supply Chain Principles Customer Service Operations Transportation Operations Lean Leadership Inventory Management Procurement Demand Planning Manufacturing & Services Operations 7

8 Funding Support Examples Supply Chain Project Management Certificate Program at GT Savannah campus Incumbent worker training WIOA funded individuals Transitioning veterans Coding boot camp Atlanta and Savannah cohorts 8

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10 GT Student Projects - Example Restructure of Quality & Supply Chain Management group Warehouse & material flow student project new objective/new challenges. Poonpat Loharjun Bachelors in Mechanical Engineering 3 years of experience in Oil and Gas industry as a project manager and mechanical engineer at Chevron Thailand Hitesh Newadkar Bachelors in Industrial Engineering 2 years of experience in productivity improvement and business excellence at Tata Motors Coca-Cola Material Handling & Distribution Chair and Professor at ISyE Director of the Physical Internet Center Leader of the Supply Chain & Logistics Institute Prof. Benoit Montreuil 10

11 Regional Economic Development SAV Campus On-going skilled workforce needs with particular interest in: VET2 program Coding boot camp Supply Chain & Logistics 11

12 Future Focus 12 Adapting content and method of delivery to meet industry needs Hybrid in-person experience / online Addressing local issues e.g. warehousing fundamentals in coastal region Market IWT to the logistics community More awareness needed Engagement in local logistics sector partnership Alignment with regional economic development Career fairs on campus

13 Logistics Education And Pathways (LEAP)

14 Logistics & Supply Chain = Jobs and Opportunity in Georgia 14

15 2015 Grant from JPMorgan Chase & Co. as Catalyst A generous thought-leadership grant in 2015 from: Helping create opportunities to grow the economy, increase opportunities for underrepresented youth and veterans, and provide the industry what it seeks a better prepared workforce 15

16 Examples of Logistics 16

17 Examples of Logistics 17

18 Examples of Logistics 18

19 Events with Logistics 19

20 Jobs and Careers in Logistics include: 20

21 Just a few examples of the numerous jobs in Logistics 21

22 Careers in logistics are desirable and attainable with or without college education Program with low barrier to entry Who? Underrepresented youth Minorities Veterans transitioning to the commercial sector 22

23 Course Delivery Components Supply Chain Management Principles Warehousing Operations Transportation Operations Customer Service Operations Online, Self-paced, with multiple checkpoints Discussion Boards Each course takes 40 hours to complete What is covered: Roles, Metrics, Technologies, Processes No Textbooks! Written on a high-school senior level Minimum age is 16 23

24 Logistics Education And Pathways - Components 4 ONLINE Courses Supply Chain Game Simulation Industry Career Opportunities Resume & Career Advising Supply Chain Days at GT Interaction with Institute Faculty and Students Access to Course Instructors On-Campus Tour and Access to GT Student Ambassadors 24

25 Course Delivery Outcomes GTPE Course Completion Certificate Continuing Education Units (CEU s) Permanent Georgia Tech Professional Education Transcript Graduation Ceremony Help prepare for successful interview for entry-level Logistics role Also for those looking for credentials to change jobs or increase the likelihood to be promoted 25

26 Multiple LEAP Formats Students progressing individually Internal Cohorts in: Maynard Jackson HS North Atlanta HS Grady HS Rise Academy Field Cohort in: JUMA Newton County/Covington Pilot (no maximum age requirement) 26

27 Georgia Tech Supply Chain Day (4x a year) Sponsored by APICS Examples of Company Participants: UPS Amazon Americold Chick-fil-A Delta HD Supply Home Depot Knapp Logistics Automation 27

28 Companies Willing to Interview LEAP Students Here is a partial list of companies willing to interview LEAP graduates: UPS TRS Hire Dynamics Delta (DMS) JUMA Goodwill 28

29 29 From February 2015 through November 2017 we have had 390 LEAP course completions!

30 Student Success Stories! Abe Cheung David Gachuz Devyon Johnson 30

31 Sponsorship Opportunities 31 Program Sponsorship Benefits all those going through the program Dedicated Sponsorship Benefits a group that you designate Internal Sponsorship Benefits your employees or students

32 Lessons Learned: Before Taking The Course Limit the amount of time to access the course Course completion rates increase when students are in a cohort Guide students to begin with the SC Management Principles course first Assign a proctor in each cohort to assist Set up Open Labs to support completion 32

33 Lessons Learned: During The Course Target time and follow-up communications: At registration, after the first 2 units, then when students are within 2 units of completion. Monitor and follow up by and phone An overview, orientation, gaming simulation or tour helps reinforce the opportunity and enthusiasm A team (instructors, proctors, employers, peers) for follow-up is important to increase completion 33

34 Lessons Learned: After Course Completion Celebrate: Conduct a graduation/recognition ceremony Conduct a resume review and interview prep Align potential interviews and career fairs within about days of course completion Communicate expectations with the employers Once placed, support and coaching efforts to take place every days 34

35 LEAP into a new future! Google Georgia Tech LEAP 35

36 OFTC-VALMIERA TRAINING Program Overview

37 A COMBINED EFFORT

38 VALMIERA GLASS GROUP, LATVIA Valmiera Glass USA-Dublin, GA Built in 2015, started with 50 employees Valmeria Glass UK-Sherborne, Dorset Joined the Valmiera group in 2013, approximately 130 employees. Valmiera Glass Latvia-Valmiera, Latvia Built in 1963, approximately 1000 employees

39 INITIAL MEETING-JANUARY 16, 2016 Met with company officials at Phase I plant in Dublin, GA Received information on job requirements, number of employees needed, timeframe for construction of Phase II, and training duration. Started planning for trips to Latvia and selecting core team member for the project.

40 Pictured from left to right: Andre Schwiontek, Doloresa Volkopa, Angie Brown, the Mayor of Valmiera, Kimberly David, Ilze Andersone, Dr. Horadan, and Roy Williams. FIRST TRIP TO LATVIA-FEBRUARY 2016 The Leadership Team traveled to Valmeria, Latvia. They met with leaders, counterparts, and other high level personel to discuss the project. The team also toured the facilities there and gathered information.

41 OTHER TRIPS TO LATVIA Trip 2 April 2016 Roy Williams and the Industrial Systems Division Chair spent one week touring the plant and making detailed notes on the various job categories. Trip 3 May 2016 Took the remaining three members of the team and spent a week in the existing plant, focusing on each job category and planning curriculum.

42 RECRUITMENT AND FUNDING 400 positions needed to be filled. Recruited double the amount of jobs in order to qualify the applicants. Partnered with WIOA/JTU to screen and take applications. Worked with Valmiera to advertise and hold career/job fairs.

43 CURRICULUM DEVELOPMENT Modified existing curriculum. Developed new curriculum. Partnered with Valmiera Glass in proprietary processes.

44 INSTRUCTIONAL DELIVERY Classes began different dates, but all ended August 31, Students had to progress at the same rate. Due to the large number of students and varied class schedules, lab assistants were hired from the student pool. Class/training schedules must accommodate working students. Classes were scheduled in blocks of identical sessions each day. All class material could be accessed online. Video recordings of class time was posted online for trainees that missed a class to keep on schedule.

45 PRACTICAL TRAINING Fiber Forming was conducted at the company on actual equipment in 24/7 shifts. Company/Latvian trainers were aided by one lab assistant on each shift. Twisting training was held morning and evening at the Heart of GA College and Career Academy. Company/Latvian trainers were aided by one lab assistant on each shift. Company training continues at the existing plant and at the Career Academy.

46 PROS AND CONS Pros The opportunity to develop and change curriculum without normal constraints. The ability to try alternative scheduling and teaching methods. The ability to provide a well-trained specific work force for a company. Cons Cultural differences. Communication issues. The lack of a completed factory. Keeping students motivated for up to a year with no compensation or guarantees.

47 ARE THERE ANY QUESTIONS?