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CEO EXECUTIVE SERIES! 29 OCTOBER 2012
© 2012 LRS Group Pty. Ltd. All rights reserved! PAGE 1
Upcoming EventSupply Chain and Logistics Summit Asia 2013Providing you with the opportunity and know-how to capitalize on Asia’s exponential growth rate and navigate the high risk environment of the Asian supply chain and logistics industry. 8th – 9th January 2013The Ritz-Carlton Millenia, Singaporewww.sclasiasummit.com
Logistics Executive Global News
Logistics Executive Career Transition ServicesLogistics Executive is pleased to announce a new range of Career Transition Services packaged for
company’s with large or small workforces. Design to ensure a smooth transition for the employee, the programs can be tailored to suit individuals or workshop environments. To find out more contact Mr Kim Winter - [email protected]
Logistics Executive Employment Market Report
Logistics Executive will release the 7th edition of the Global Employment Market Report for the Logistics and Supply Chain sector in November 2012. The global survey highlights the latest trends across the employment market and business forecasts for 2013.To register for a free copy go to www.logisticsexecutive.com.
Phil Ruthven IBIS World Chairman and one of Australia's most respected economic researchers and commentators recently delivered an insightful and though provoking presentation to Sydney Supply Chain senior executives on the Global Economic Outlook, Supply Chain, Productivity, Business Success and Employment Markets.1 The presentation provided excellent research data supporting the view that whilst acknowledging challenges in the Japanese, the US and Europe, that the current global economic outlook is much stronger than many politicians and media commentators would have us believe. He shows that Asia Pacific is growing to such an extent that it is predicted to overtake North America and Europe in Gross Domestic Profit by 2017. China as the anchor, despite its recent slowdown, is still expected to grow to be 57% of Asia Pacific
NEWS & EVENTS
CAREER TRANSITION THE ACCELERATED EVOLUTION IN OUTPLACEMENTIn the world of accelerated change, small invest-ments are bringing big benefits to employers in Career Transition and Outplacement writes Kim Winter, CEO of the Logistics Executive Group.
CEO EXECUTIVE SERIES! 29 OCTOBER 2012
© 2012 LRS Group Pty. Ltd. All rights reserved! PAGE 2
region’s GDP by 2017 followed by Hong Kong, which adds 1.3% and Australia, at 3.4%. Ruthven highlighted the major impact of online buying reducing prices for B2B as well as B2C, in the case of B2C, online having a greater impact than the self service revolution of the 1960s, pressures extending up the supply chain to the primary sector and importers, the importance of logistics and the new digital era (cognitive software, analytics and fast broadband) automation and innovation. Importantly for employer, he under l ines the v iew that improved labor productivity will be essential but by itself, is simply not enough for future success. The Only Constant is ChangeAccording to Ruthven “The world of business is changing at a faster, more threatening, yet more opportunistic pace than most of us have ever experienced” and that this will continue at increasing pace. He asserts that the modern employment environment will by necessity be increasingly more flexible, typified by more freedom from businesses, bosses and unions, the gradual demise of the concept of an “employee”, rise of contractual relationships, payment for outputs not inputs (hours of work), emergence of advisers and mentors for worker contracts, the rise of business ownership (workers owning a business), no discrimination on any basis (gender, race, age etc.), more part-time and casual work, more of us working from home, more working seasons in a lifetime, new industries & occupations, working in a borderless world, expansion of the knowledge worker concept, lifetime education & training and rising wages & salaries. Many of the Supply Chain and Logistics industry’s most successful organizations have realized that the contemporary business and employment environment requires far more flexible and innovation than in previous years. As outlined in a recent article for the Australian Supply Cain Review magazine’s 2012 Career and Salary Guide, we have seen a significant increase in demand for candidates with bus iness improvement / transformation, performance enhancement skills including lean and six sigma experience as customer demands and competitive pressures dictate the requirement for improved commercial outcomes. Many of our clients have undertaken major transformations to lower overheads and tighten up
their processes and the key to the success of many has been their ability to increase workforce agility. A more agile and flexible workforce model provides capability to deploy staff rapidly within / across business units to meet dynamic business requirements in a fast changing economic environment. Employee Mobility AcceleratesConcurrently, employees are becoming more mobile and are transitioning across, in and out of companies at a much faster rate. This trend to greater mobility set to increase as dynamic workforce change is increasingly considered the norm.To keep up with these changes professional “Outplacement, or “Career Transition” services have gone through a considerable transformation and repackaging. Whereas historically “Career Transition” often signaled the end of an employee’s career, there is a growing trend that the process of Outplacement / Career Transition is becoming the enabler that provides the platform to a new phase of one’s working life as never before. Increased DemandThe demand for Outplacement and Career Transition services has dramatically increased in recent years as Company’s recognize the importance and benefits of managing employer brands. Supporting this is the tangible benefits brought to an employee of a professional Career Transition program: a safe environment in which to discuss the emotional impact of losing a job, the opportunity to engage in career analysis, a detailed understanding of strengths, interests, personality and aspirations, expert advice on resumes, one on one coaching to interview skills, networking assistance and project management of the job search. Whilst an increasing number of organizations see providing professional career transition services as part of their corporate responsibility mandate, there is becoming overwhelming commercial logic for ensuring those departing an organization receive professional support. Protecting Your Employer BrandOne of the key factors driving this demand has been the realization by senior executive’s organizations of the link between professional
CEO EXECUTIVE SERIES! 29 OCTOBER 2012
© 2012 LRS Group Pty. Ltd. All rights reserved! PAGE 3
8th - 9th January 2013
The Ritz-Carlton, Millenia, Singapore
www.sclasiasummit.com/mp
Optimize your supply chain and logistics operations in Asia
Listen Daryll Mascarenhas from GlaxoSmithKline Pharmaceuticals how to ensure accurate demand forecasting despite intense market volatility
Learn complexity reduction despite new product introductions and geographical expansion from Rahul Teotia from Blue Scope Steel Asia
Discuss with Kalpesh Pathak from Fiat on how to integrate new supply chain and logistics business models to stay competitive in Asia
Join Stephan Sielaff from Symrise to learn more about disaster recovery and supply chain resilience amid environmental catastrophes and economic uncertainty
Book Now for only $1,195 and save $300 at www.sclasiasummit.com/mp
Contact [email protected] or call +44 (0)20 7202 7690
WHY should you attend?
Researched and Produced by:
career transition and the importance of Employer Brand. Most companies spend considerable sums of money building and protecting their corporate image through traditional advertising and promotion, however, more organizations realize the value of social networking and word of mouth during times of restructure and realignment and understand that transitioning people out of their businesses in professional, positive manner has genuine benefits. The management of transitioning employees plays an important part in shaping the brand and the culture of a company. In the 20 years that I have been involved in providing professional career transition services, I have noticed that the remaining staff takes significant notice of how their departing colleagues are treated. This can significantly impact on morale and an organization’s value proposition internally and externally impacting on staff satisfaction, productivity and reputation.Barriers to investing in career transition services are:
• Lack of budget• Inability to link to cost savings
• Deemed as not necessary• Lack of urgency by decision makers• Employee Engagement and Bottom Line
Benefits of Professional Career TransitionBeing corporately responsible and ‘doing the right thing’ by employees is often enough reason for many executives to take this route. The good news is that research shows that it also makes economic sense. It is widely held that organizations utilizing professional career transition services, which may only involve an investment of a few thousand dollars:
• Are 25% less likely to be faced with separation related litigation
• Send a powerful message to the rest of the organization and community that they value people
• Protect image and reputation internally and externally
• Reinforce or raise their employer of choice credentials
• Increa se the l ike l ihood o f impro ved productivity amongst retained staff
• Are more likely to increase profits
CEO EXECUTIVE SERIES! 29 OCTOBER 2012
© 2012 LRS Group Pty. Ltd. All rights reserved! PAGE 4
Logistics Executivewww.logisticsexecutive.com
AustraliaSydneyPhone: +61 2 8262 9800
MelbournePhone: +61 3 9863 9488 AsiaShanghaiPhone: +86 21 6427 6697 SingaporePhone: +65 6692 9202
Hong KongPhone +852 3125 7654
India Phone +91 22 4090 7053
Middle EastUnited Arab Emirates - DubaiPhone: +971 4 361 6275
New ZealandWellingtonPhone: +64 4 496 6730
For a copy of the 2012-2013 Logistics Executive Global
Employment Report email:
At a time when a key element of compet i t i ve advanta ge i s employee enga gement and retention of those within the organ izat ion’s t a l ent poo l , research2 shows that one of the greatest benefits of providing career transition services is a significant increase in employee engagement. One of the greatest d i rect benefits of improved employee engagement is the link between the value of referrals provided by these employees dur ing recr u i tment for ne w s taf f, reducing the recruitment cycle, and cost per hire.
With traditional “outplacement” becoming more about career t rans i t ion ing , there i s an incredible richness that can be der ived by c reat ing an env i ronment o f employee engagement from this accelerated t ime o f change . It i s an oppor tunity to take s tock , reevaluate once the restrictions o f a se t ca reer ha ve been temporarily lifted and find our true direction. Opportunity knocks when we least expect it, as they say.
Don’t hesitate to contact us for a copy of the October Edition of Suppl y Chain
Re v i e w Ma g a z i n e featuring our 2012 Ca re e r a n d S a l a r y G u i d e i n c l u d i n g articles on key issues f o r t h e A PAC / Middle East & Africa regions. Footnotes:1 Copies of the IBIS presenta-tion are available from the Dematic website: www.dematic.com.au/insight.
2 Aberdeen Group 2011 (Quar-terly Business Review - Out-placement Builds its value on Engagement)
AUTHOR PROFILE: MR KIM WINTER, CHIEF EXECUTIVE OFFICER LOGISTICS EXECUTIVE GROUPThe founder of the company, Kim is an acknowledged specialist in Executive Recruitment across Logistics and Supply Chain sectors. He has held senior executive positions within international Logistics, Supply Chain and Freight organisations during his 35 year career. Kim often speaks at international conferences / events and regularly contributes thought leadership to industry media. He has been involved in a number of Disaster and Humanitarian Logistics initiatives and is the founder of not for profit organisation www.oasisafrica.net.Email: [email protected]
