Training falls short for supply chain hopefuls


The primary reason Australian professionals leave their company is the inability to advance in their career, new research finds

Training falls short for supply chain hopefuls
Training falls short for supply chain hopefuls

By Anna Game-Lopata | September 20, 2013

New research finds the primary reason Australian professionals leave their company is the inability to advance in their career.

This year’s Supply Chain & Logistics Employment Market Survey, produced by leading recruitment firm Logistics Executive Group finds reveals ambitious Australian supply chain employees aren’t receiving the development they want.

The report also shows better money has fallen in importance since last year, from 16 percent in 2012 to 12.63, and ranks second on the list of reasons supply chain people quit their jobs.

Third on the list of
reasons people leave their company
is ‘employer values’, which has increased in significance to 11.87 percent this year from 10.65 percent in 2012.

In Australia, the data shows satisfaction levels for training offered or undertaken is low- at just 46.22 percent, and alarmingly only 36.7 percent have even been offered executive coaching.

This contrasts starkly with the 82.46 percent who say they would be interested in such a development opportunity if it were offered.













In terms of the types of training and development preferred, Australians assert they most value onsite workshop sessions (42.88 percent) followed by professional mentoring (28.98 perecent).

However, just 32.75 percent state their organisation offers on-site workshops and even fewer, 14.41 percent offering professional mentoring.

"There is quite clearly a major gap between career development supply and demand, which has implications for employee satisfaction, motivation and retention," says Logistics Executive CEO Kim Winter.

"Meanwhile, it is a concern for us that all too often we exhaust local Australian talent during our searches and are forced to recruit specialist senior and even mid management executives from either Asia or Europe."

Winter adds the numbers provide strong evidence that employers must focus on career advancement as a key talent retention strategy.

"Those seeking to attract talent should focus on development and a clear career track in their offering to new employees rather than focusing on commercial incentives which may prove less of a motivation to many new employees," he says.

The research also shows a continuing gap in educational levels between Australian and overseas supply chain industry professionals.

Eighty two percent of local respondents hold either post or under graduate degrees or other tertiary level qualifications, while 94.28 percent of overseas counterparts have higher qualifications.

Read the full story in the October issue of SupplyChain Review

The product of 5176 responses from middle and senior managers in 80 countries, the 2013-4 Employment Market Survey represents professionals mostly based in Australasia, North and South East Asia, India and the Middle East.

Over half are employed in supply chain, logistics, transport, procurement, inventory, distribution or warehousing, within more than 41 industries including Third Party Logistics (3PL), FMCG, mining & resources, manufacturing, industrial, road and rail transport, oil and gas and freight forwarding.

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