Supply Chain Professional Profile

Latin American companies in general, and Mexican companies in particular, have areas of opportunity to streamline customs operations, develop logistics infrastructure and improve the quality of service delivery. In companies it is not uncommon to detect symptoms of poor management and integration of logistics chains, such as increased inventories, bottlenecks, losses, returns, losses and increased time, among others, which are a reflection of bad practices and lack of technical knowledge, or management skills among those who manage these chains.

In order to improve the performance of supply chains, it may be necessary to launch various initiatives such as process reengineering, implementation of technological systems or design of integration strategies, among others. However, all of the above initiatives require professionals and technicians with the necessary knowledge and skills to operate them successfully, otherwise the investment of time and money will yield little or no results.

The truth is that despite having talent in the field, it is still minimal compared to the market's need. And it is that the current supply of personnel with adequate knowledge in the supply chain is very limited and usually with high turnover. The vast majority of educational institutions have limited themselves to offering supply chain programs only as a diploma and master's degree option, omitting the structuring of university technical training programs at the baccalaureate level that are oriented to the management and operation of supply chains. Additionally, many of the university plans are misaligned to the current needs of companies, which are based on obsolete bibliographies, primarily theoretical, which do not involve new technologies.

The low generation of professionals and technicians from each supply with adequate knowledge is a complex problem whose solution requires joint actions from both the government, educational institutions and private initiative itself through its Human Resources areas.

SUPPLY CHAIN PROFILE PROFILE

 The professional in charge must have both technical, economic, customs, technological knowledge and interpersonal skills that make a good education and training program necessary.

 Among the required skills is also the command of the English language, usually represents an area of opportunity for improvement for the company, and thus maintain a link with suppliers and customers from other countries.

ROLE OF HR IN THE SEARCH, RETENTION AND DEVELOPMENT OF HUMAN CAPITAL.

 A study was carried out where the opinion of 412 executives of organizations belonging to various industrial sectors was compiled. Among the results, it stands out that 81% of the survey participants think that Human Capital Management is a key factor for the success of a company, while 17% believe that HR is effective enough to attract and retain it.

 In this sense, one of the challenges that Human Resources faces is obtaining the right candidates and this will only be achieved by working together with the areas involved, where they define, document and understand the profiles of the positions associated with the supply chain.

 Once the profile is understood, the next step is to look for it, and attract it. In this sense, organizations have a more proactive role in the search for the perfect candidate.

 Once the human capital is hired, another of the challenges of the organizations is to retain it, the retention of skills and experience within the business will be the main activity that the HR areas will focus on in the next three years.

 According to a study, 90% of the interviewees agree that loyalty represents up to two thirds of the equation for the success of a company. To promote the retention of talent, it is important to have a whole structure that supports the development and stability of the employee, for that it is necessary:

1) Good work environment: leading companies have complaint lines, as well as evaluations of the organizational climate.

2) Balanced workloads: leading organizations carry out, sometimes supported by specialists, analysis of resource utilization to identify areas with under or over utilization

3) Career and training plans: The employee must have a clear view of his future professional options, and the company must provide him with the means to develop the skills and acquire knowledge required by the position he aspires to.

4) Fair compensation schemes: It is important that employees are rewarded for their skills and results, either economically or simply as recognition for their effort and dedication.

5) Innovation with work schemes via remounts: Being able to work outside the usual place of work.

THE ROLE OF THE PRIVATE SECTOR IN THE FORMATION OF HUMAN CAPITAL

It is important that companies do not abdicate their responsibility for training professionals and technicians, since they must also define induction and continuous training programs that seek to develop specific skills according to the sector to which they belong.

Companies must not only encourage the incorporation of students to carry out professional internships, but also to change the focus of the use of Human Capital in these initiatives.

Sometimes, companies and students themselves see these activities, more than a degree requirement, if not as a learning and training opportunity that benefits both the student and the company.