Angie Freeman C.H. Robinson Melissa Furman Augusta University Carole Bennett Georgia Tech Colin Yankee Tractor Supply Company Ben Hames Georgia Department of Economic Development
Logistics Education And Pathways (LEAP) www.scl.gatech.edu/leap
What is Logistics? Why Georgia? - Helps support the Governor s High Demand Career Initiative (HDCI) - Supports Veterans transitioning to the commercial sector. More than 700 DCs in GA Careers in Logistics are desirable and attainable with or without college education
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 seeks a better prepared workforce
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
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
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
Multiple LEAP Formats Newton/Covington Pilot Students progressing individually Internal Cohorts in: Maynard Jackson HS North Atlanta HS Grady HS Field Cohort in: JUMA RISE Academy Cohort!
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
From February 2015 through November 2017 we have had 390 LEAP course completions!
Student Success Stories! Abe Cheung David Gachuz Devyon Johnson
Sponsorship Opportunities Program Sponsorship Benefits all those going through the program Dedicated Sponsorship Benefits a group that you designate Internal Sponsorship Benefits your employees or students
LEAP into a new future! Google Georgia Tech LEAP www.scl.gatech.edu/leap
Today s talent pipeline Angie Freeman, Chief Human Resources Officer 2018 C.H. Robinson Worldwide, Inc. All Rights Reserved.
Unemployment Rate NATIONAL: 4.1% GEORGIA: 4.4% THE LABOR POOL IS SHRINKING, AND IT COULD BE DECADES BEFORE IT COMES BACK.
Culture Testimonials Values 2018 C.H. Robinson Worldwide, Inc. All Rights Reserved.
ACCELERATE YOUR CAREER, SHAPE THE FUTURE OF SUPPLY CHAINS Do meaningful work Give back Go the extra mile Shape the future Be recognized and rewarded Make connections 2018 C.H. Robinson Worldwide, Inc. All Rights Reserved.
2018 C.H. Robinson Worldwide, Inc. All Rights Reserved.
Logistics Talent Pipeline: Generational Complexities and Implications Melissa Furman Assistant Dean James M. Hull College of Business Augusta University
Let s talk about Millennials Bachelor of Science (BS): Computer Science Applied Information Systems & Technologies (BREATHE)
Millennial turnover costs the US economy $30.5 billion annually. -Gallup 2016
#1 reason why Millennials leave an organization is lack of engagement and career development. 60% of Millennials are looking for a new job while currently employed. -Gallup 2016
Implications for Logistics & Supply Chain
Top 5 Recommendations Brand Campaign
Top 5 Recommendations Partner with Academic Institutions
Top 5 Recommendations Create rotational, co-op, internship, apprentice, and internship programs.
Top 5 Recommendations Build bridges across generations.
Top 5 Recommendations Implement Millennial-friendly recruitment and retention strategies.
Preparing the Next Generation of Supply Chain Leaders Colin Yankee Senior Vice President, Supply Chain
Our supply chain competitiveness requires new talent development approaches that make an integrated, end-to-end, supply chain possible.
TSC s Supply Chain Priorities 1. Support growth 2. Synchronize planning & ops to drive inventory productivity 3. Efficiently flow a diverse & highly seasonal assortment 4. Expand fulfillment capabilities & convenience 5. Develop supply chain thought and operations leaders The Talent Development Challenge 80-100 NEW STORES PER YEAR +4% COMP SALES PER YEAR +20% DC UTILIZATION EVOLVING DIGITIAL Masters of a Discipline Masters of Orchestratio n
Building a Framework For Developing Functional & End-to-End Leaders
Individual Development Plans Career Path/Development Moves Role & Level Based Competencies Recruiting & Onboarding Performance Management Linking Talent Planning & Development to Business Outcomes Assess resources needed To support operations strategy and annual objectives (capital, expense, systems, talent) Supply Chain Strategy Align the resources Based on needs, abilities, aspirations of the individual; right supervisor; team dynamic Make moves toward mastery For specific learning objectives (functional, end-to-end, leadership) Coach for performance Against clearly defined leadership and technical competencies Annual Business Planning Succession Planning