The Ferrari Consulting and Research Group, through its affiliated Supply Chain Matters blog, announces the release of a second published research advisory in an overall three-part series: The Importance of Supply Chain and Human Resources Strategy Alignment for Addressing Talent Recruitment and Retention Needs- Part Two.


Introduction and Purpose

There remains a growing belief that existing supply chain and talent management processes need a rethink. Talent recruitment challenges already existed in many industry areas prior to the global pandemic and have since grown more concerning. The evolution of technology, the growing complexity and performance expectations from supply chains are driving the need to have people who understand data and analytics from multiple angles including, customer behavior, finance, sustainability, and other business and supply chain dimensions. At the same time, economists and businesses have sensed a discernable shift in workforce dynamics, with workers becoming more resolute in their expectations of overall compensation, work-life balance and personal career growth needs.

In late January, we announced general availability of Part One of this research advisory series. This initial research provide a focus on front-line supply chain operational workforce needs and challenges, and the value of a skilled occupational workforce. The advisory identified the various unique challenges associated with customer fulfillment and warehouse operational workers, continual nationwide truck driver shortages across the United States and Europe in areas of compensation, process inefficiencies and collaborative automation needs. Further included was manufacturing talent needs, and with consideration for moving outsourced production to domestic sourcing, the needs for retaining a highly skilled manufacturing talent in conjunction with factory automation.

This second advisory report now available addresses supply chain staffing skills and management across specific functional areas of:

  • Product management and procurement.
  • Customer support and product as a service needs.
  • Strategy, planning and decision making.
  • Management skills.

The report addresses the rethinking of supply chain and HR business practices in areas of recruitment, reskilling and retention practices and in ongoing management efforts. This second report summary takeaways adds to those introduced in the initial report with added perspectives related to management and tech skill needs.

The final report in this series will serve as an overlay to the talent management takeaways from multiple supply chain business process and decision-making areas, and cover deployment of augmented technology to provide opportunities to overcome workforce talent challenges in supply chain operations and management.

This research series is being provided as a thought leadership resource in conjunction with and the collaboration of Oracle. The content included is the sole responsibility of The Ferrari Consulting and Research Group which maintains full content copyright.


We are pleased to announce that our global-wide readers can now download this Part Two Research Advisory by accessing this specific Oracle web link. The report is complimentary with registration.


Bob Ferrari

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