MHI Solutions - Volume 6, Issue 2 - 12

Because technology is evolving so quickly,
investing in people's learning is essential to
keeping them valuable and viable for your
operation. It's also essential for retention,
because younger employees, particularly
Millennials, highly value learning on the
job-regardless of the industry.
be the rate of adoption of new technologies that replace people?" because it's
more difficult to fill jobs that require
technology knowledge.
Take supply chain technicians, for
example. These are the people who
install and repair automated equipment. There's more competition for
these highly skilled professionals, and
because there's currently a smaller pool
of them available, they have more career
options. That's just one way that automation technology is changing the hiring and retention process.
When you're talking about retention, there's a perception that if you
invest in your people with additional
training, then they're just going to be
more marketable and leave. However,
I feel strongly that it's better to train
your people and have them for a period
of time than to have an under-skilled
workforce. Because technology is evolving so quickly, investing in people's
learning is essential to keeping them
valuable and viable for your operation. It's also essential for retention,
because younger employees, particularly Millennials, highly value learning
on the job-regardless of the industry.
As long as they feel they're learning and
growing, they're more likely to stay with
an employer.

What are the new supply
chain jobs today? In three
years? In 10 years?
DeLong: There's a lot of uncertainty
about what supply chain jobs are going
to be. In fact, some experts say that 50
percent of the jobs that are going to exist
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in 10 years don't exist today. But based
on what we're seeing right now, with the
trend toward more technology, automation and data analytics, we do know we
can predict forward the increase in more
cognitively complex roles. There will be
a demand for people who are trained
to be more broadly systems focused,
and who have a deeper mental model
of the overall process, so when some
piece of automation isn't working, they
can understand both how it's affecting
the whole system and how to repair it.

What are the skill sets we need
to be building today in order
to prepare for those unknown
future jobs?
DeLong: Again, it depends on the
role and the timeframe you're looking
at, but whether today or 10 years out,
what I consistently hear from executives is that what's really important are
softer skill sets like adaptability and the
ability and motivation to learn-and
that's across the board, whether you're
receiving product on the dock, managing a warehouse or a top-level executive.
Today and in the future, people need to
be willing and able to learn new technologies, new ways of working and how
to be flexible.
Interestingly, one of the big challenges today that needs to be addressed
in order to prepare people for the supply
chain jobs of the future is a language
barrier. To explain what I mean by that,
let's go back to the supply chain technician example. Their training today
often occurs in mechatronics programs,
meaning a combination of mechanical,

electrical and computer engineering and
programming.
However, there is a disconnect
between technical colleges and broader
industry as to how each defines and
describes the skills that are being taught.
This comes out very clearly when I interview executives, who say that the language the schools use to describe the
programs they have frequently sounds
irrelevant to the type of employees businesses want. But when they take a closer
look at the school and its programs, they
discover that the students are learning precisely the skills they need-the
schools just call it something different.
So industry and academia need to
work more closely together to develop
a uniform understanding of what those
skills are and a way of talking about
them. Mechatronics is just one example.

How does the white paper you
authored for MHI address these
challenges?
DeLong: We know that developing the future workforce is going to
require more effective collaboration
between employers and schools. My
paper attempts to draw lessons from
early adopters who have done more than
simply establish an internship program.
A key question I wanted to answer,
as I was doing this research, is what
impact are these programs having-or
will they have-on the employer's business? Additionally, I wanted to know
what supply chain leaders are learning
from the experience of building better
partnerships with schools. Ultimately,
the white paper examines the real issues
that employers and schools face in building effective partnerships to develop the
supply chain workforce of the future.

What can members of industry
and of academia learn from the
white paper?
DeLong: Again, it depends on where
you are in the process. Many readers will
already have relationships with local



Table of Contents for the Digital Edition of MHI Solutions - Volume 6, Issue 2

CEO Update
3-Step Checklist for Addressing the Supply Chain Skills Gap
Beyond Analytics
Women Rising
People Are at the Center of the Robotics Revolution
Acing ‘The Basics’ of Business
Bridging the Skills Gap
Millennials and GenZ: The Key to Future-Proofing Your Supply Chain Workforce
Identifying Talent
Attracting and Retaining Top Supply Chain Talent
Consider Sustainability When Choosing Your Next Forklift Power System
CTE Program: Students, Instructors Benefit from Student Days Participation
Industry Focus: Intermodal
Education and Industry: An Ecosystem Mindset
2018 MHI Innovation Award Finalists
MODEX 2018
Economic Market Analysis
Safer Handling
Fulfillment Update
Product/Solutions Spotlight
Scholarship Winners: Where Are They Now?
Inside MHI
Will Big Data Help Us Predict the Future?
MHI News
Calendar
Index of Advertisers
MHI Solutions - Volume 6, Issue 2 - Intro
MHI Solutions - Volume 6, Issue 2 - cover1
MHI Solutions - Volume 6, Issue 2 - cover2
MHI Solutions - Volume 6, Issue 2 - 3
MHI Solutions - Volume 6, Issue 2 - 4
MHI Solutions - Volume 6, Issue 2 - 5
MHI Solutions - Volume 6, Issue 2 - 6
MHI Solutions - Volume 6, Issue 2 - 7
MHI Solutions - Volume 6, Issue 2 - 8
MHI Solutions - Volume 6, Issue 2 - CEO Update
MHI Solutions - Volume 6, Issue 2 - 3-Step Checklist for Addressing the Supply Chain Skills Gap
MHI Solutions - Volume 6, Issue 2 - 11
MHI Solutions - Volume 6, Issue 2 - 12
MHI Solutions - Volume 6, Issue 2 - 13
MHI Solutions - Volume 6, Issue 2 - 14
MHI Solutions - Volume 6, Issue 2 - 15
MHI Solutions - Volume 6, Issue 2 - 16
MHI Solutions - Volume 6, Issue 2 - 17
MHI Solutions - Volume 6, Issue 2 - Beyond Analytics
MHI Solutions - Volume 6, Issue 2 - 19
MHI Solutions - Volume 6, Issue 2 - 20
MHI Solutions - Volume 6, Issue 2 - 21
MHI Solutions - Volume 6, Issue 2 - 22
MHI Solutions - Volume 6, Issue 2 - 23
MHI Solutions - Volume 6, Issue 2 - Women Rising
MHI Solutions - Volume 6, Issue 2 - 25
MHI Solutions - Volume 6, Issue 2 - 26
MHI Solutions - Volume 6, Issue 2 - 27
MHI Solutions - Volume 6, Issue 2 - 28
MHI Solutions - Volume 6, Issue 2 - 29
MHI Solutions - Volume 6, Issue 2 - 30
MHI Solutions - Volume 6, Issue 2 - 31
MHI Solutions - Volume 6, Issue 2 - 32
MHI Solutions - Volume 6, Issue 2 - 33
MHI Solutions - Volume 6, Issue 2 - 34
MHI Solutions - Volume 6, Issue 2 - 35
MHI Solutions - Volume 6, Issue 2 - People Are at the Center of the Robotics Revolution
MHI Solutions - Volume 6, Issue 2 - 37
MHI Solutions - Volume 6, Issue 2 - 38
MHI Solutions - Volume 6, Issue 2 - 39
MHI Solutions - Volume 6, Issue 2 - 40
MHI Solutions - Volume 6, Issue 2 - 41
MHI Solutions - Volume 6, Issue 2 - Acing ‘The Basics’ of Business
MHI Solutions - Volume 6, Issue 2 - 43
MHI Solutions - Volume 6, Issue 2 - 44
MHI Solutions - Volume 6, Issue 2 - 45
MHI Solutions - Volume 6, Issue 2 - 46
MHI Solutions - Volume 6, Issue 2 - 47
MHI Solutions - Volume 6, Issue 2 - 48
MHI Solutions - Volume 6, Issue 2 - 49
MHI Solutions - Volume 6, Issue 2 - Bridging the Skills Gap
MHI Solutions - Volume 6, Issue 2 - 51
MHI Solutions - Volume 6, Issue 2 - 52
MHI Solutions - Volume 6, Issue 2 - 53
MHI Solutions - Volume 6, Issue 2 - 54
MHI Solutions - Volume 6, Issue 2 - 55
MHI Solutions - Volume 6, Issue 2 - Millennials and GenZ: The Key to Future-Proofing Your Supply Chain Workforce
MHI Solutions - Volume 6, Issue 2 - 57
MHI Solutions - Volume 6, Issue 2 - 58
MHI Solutions - Volume 6, Issue 2 - 59
MHI Solutions - Volume 6, Issue 2 - 60
MHI Solutions - Volume 6, Issue 2 - 61
MHI Solutions - Volume 6, Issue 2 - 62
MHI Solutions - Volume 6, Issue 2 - 63
MHI Solutions - Volume 6, Issue 2 - 64
MHI Solutions - Volume 6, Issue 2 - 65
MHI Solutions - Volume 6, Issue 2 - Identifying Talent
MHI Solutions - Volume 6, Issue 2 - 67
MHI Solutions - Volume 6, Issue 2 - 68
MHI Solutions - Volume 6, Issue 2 - 69
MHI Solutions - Volume 6, Issue 2 - 70
MHI Solutions - Volume 6, Issue 2 - 71
MHI Solutions - Volume 6, Issue 2 - Attracting and Retaining Top Supply Chain Talent
MHI Solutions - Volume 6, Issue 2 - 73
MHI Solutions - Volume 6, Issue 2 - 74
MHI Solutions - Volume 6, Issue 2 - 75
MHI Solutions - Volume 6, Issue 2 - 76
MHI Solutions - Volume 6, Issue 2 - 77
MHI Solutions - Volume 6, Issue 2 - 78
MHI Solutions - Volume 6, Issue 2 - 79
MHI Solutions - Volume 6, Issue 2 - Consider Sustainability When Choosing Your Next Forklift Power System
MHI Solutions - Volume 6, Issue 2 - 81
MHI Solutions - Volume 6, Issue 2 - 82
MHI Solutions - Volume 6, Issue 2 - 83
MHI Solutions - Volume 6, Issue 2 - 84
MHI Solutions - Volume 6, Issue 2 - 85
MHI Solutions - Volume 6, Issue 2 - CTE Program: Students, Instructors Benefit from Student Days Participation
MHI Solutions - Volume 6, Issue 2 - 87
MHI Solutions - Volume 6, Issue 2 - 88
MHI Solutions - Volume 6, Issue 2 - 89
MHI Solutions - Volume 6, Issue 2 - 90
MHI Solutions - Volume 6, Issue 2 - 91
MHI Solutions - Volume 6, Issue 2 - 92
MHI Solutions - Volume 6, Issue 2 - 93
MHI Solutions - Volume 6, Issue 2 - Industry Focus: Intermodal
MHI Solutions - Volume 6, Issue 2 - 95
MHI Solutions - Volume 6, Issue 2 - 96
MHI Solutions - Volume 6, Issue 2 - 97
MHI Solutions - Volume 6, Issue 2 - 98
MHI Solutions - Volume 6, Issue 2 - 99
MHI Solutions - Volume 6, Issue 2 - Education and Industry: An Ecosystem Mindset
MHI Solutions - Volume 6, Issue 2 - 101
MHI Solutions - Volume 6, Issue 2 - 102
MHI Solutions - Volume 6, Issue 2 - 103
MHI Solutions - Volume 6, Issue 2 - 104
MHI Solutions - Volume 6, Issue 2 - 105
MHI Solutions - Volume 6, Issue 2 - 106
MHI Solutions - Volume 6, Issue 2 - 2018 MHI Innovation Award Finalists
MHI Solutions - Volume 6, Issue 2 - 108
MHI Solutions - Volume 6, Issue 2 - 109
MHI Solutions - Volume 6, Issue 2 - 110
MHI Solutions - Volume 6, Issue 2 - 111
MHI Solutions - Volume 6, Issue 2 - 112
MHI Solutions - Volume 6, Issue 2 - 113
MHI Solutions - Volume 6, Issue 2 - 114
MHI Solutions - Volume 6, Issue 2 - 115
MHI Solutions - Volume 6, Issue 2 - 116
MHI Solutions - Volume 6, Issue 2 - 117
MHI Solutions - Volume 6, Issue 2 - 118
MHI Solutions - Volume 6, Issue 2 - 119
MHI Solutions - Volume 6, Issue 2 - 120
MHI Solutions - Volume 6, Issue 2 - 121
MHI Solutions - Volume 6, Issue 2 - 122
MHI Solutions - Volume 6, Issue 2 - 123
MHI Solutions - Volume 6, Issue 2 - 124
MHI Solutions - Volume 6, Issue 2 - MODEX 2018
MHI Solutions - Volume 6, Issue 2 - 126
MHI Solutions - Volume 6, Issue 2 - 127
MHI Solutions - Volume 6, Issue 2 - 128
MHI Solutions - Volume 6, Issue 2 - 129
MHI Solutions - Volume 6, Issue 2 - 130
MHI Solutions - Volume 6, Issue 2 - 131
MHI Solutions - Volume 6, Issue 2 - 132
MHI Solutions - Volume 6, Issue 2 - 133
MHI Solutions - Volume 6, Issue 2 - 134
MHI Solutions - Volume 6, Issue 2 - 135
MHI Solutions - Volume 6, Issue 2 - 136
MHI Solutions - Volume 6, Issue 2 - 137
MHI Solutions - Volume 6, Issue 2 - 138
MHI Solutions - Volume 6, Issue 2 - 139
MHI Solutions - Volume 6, Issue 2 - 140
MHI Solutions - Volume 6, Issue 2 - Economic Market Analysis
MHI Solutions - Volume 6, Issue 2 - 142
MHI Solutions - Volume 6, Issue 2 - Safer Handling
MHI Solutions - Volume 6, Issue 2 - 144
MHI Solutions - Volume 6, Issue 2 - 145
MHI Solutions - Volume 6, Issue 2 - Fulfillment Update
MHI Solutions - Volume 6, Issue 2 - 147
MHI Solutions - Volume 6, Issue 2 - 148
MHI Solutions - Volume 6, Issue 2 - Product/Solutions Spotlight
MHI Solutions - Volume 6, Issue 2 - 150
MHI Solutions - Volume 6, Issue 2 - Scholarship Winners: Where Are They Now?
MHI Solutions - Volume 6, Issue 2 - 152
MHI Solutions - Volume 6, Issue 2 - Inside MHI
MHI Solutions - Volume 6, Issue 2 - 154
MHI Solutions - Volume 6, Issue 2 - Will Big Data Help Us Predict the Future?
MHI Solutions - Volume 6, Issue 2 - 156
MHI Solutions - Volume 6, Issue 2 - MHI News
MHI Solutions - Volume 6, Issue 2 - 158
MHI Solutions - Volume 6, Issue 2 - 159
MHI Solutions - Volume 6, Issue 2 - Calendar
MHI Solutions - Volume 6, Issue 2 - Index of Advertisers
MHI Solutions - Volume 6, Issue 2 - 162
MHI Solutions - Volume 6, Issue 2 - cover3
MHI Solutions - Volume 6, Issue 2 - cover4
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