______________________________________________________________________________________________________________ Talent
are experiencing notable workforce shortages in their operations . The study , ‘ How Bad is the Supply Chain and Logistics Workforce Challenge ,’ showed that 37 percent of leaders felt the shortages they are facing are at highto-extreme levels .
Additionally , the transportation and logistics industry is not immune to the talent war facing all sectors for digitally-savvy talent . The logistics sector is particularly struggling to fill more technical positions , such as knowledge workers and manager roles , which is not really surprising considering that big business changes are on the way to address the challenges the industry is facing . So , what can be done to get ahead before the gap gets too big ?
The critical importance of upskilling
Effective partnerships are the cornerstone of the transportation and logistics industry , and it seems more important , now than ever before , for the industry to partner with educational institutions that can upskill staff .
Between 2019 and 2021 , there was a 40 percent increase in the number of job postings offering on-the-job training in the logistics sector , and a 45 percent rise in job postings that included career advancement opportunities beyond the initial position . Interestingly , research also indicates a sharp increase of 333 percent in job postings that require no prior experience , demonstrating how companies are becoming more open to hiring entry-level applicants or those looking to switch careers . All of this highlights the importance of training and career development as key factors in attracting job seekers to work in the logistics industry .
Onboarding talent in entry roles , such as drivers , for instance , while allowing them to undertake qualifications to upskill into a more senior management role , not only gives incentive for people to join a company , but it will also allow talent to understand a business better while learning . This will ensure they can apply their learnings specifically to a business , allowing them to meet the unique needs of that business to help transform it alongside all the aforementioned risks and changes providing both vertical and horizontal on the job learning pathways into new and more senior roles .
If staff know that the business will help to support their long-term career goals , they are more likely to join and stay . By offering incentives for workers to learn and develop , employers can show how they value existing talent , prepare for the skills of the future , attract new talent and , ultimately , begin to close the growing skills gap . This also solves the challenge of a business ’ ageing workforce , with incentives such as career development and attracting new and younger talent by bridging generational challenges .
By addressing these aspects , organizations can overcome the barriers to maintain a strong learning culture . This will push the workforce towards sustained success , in an environment where attracting and retaining talent is becoming increasingly challenging , as risks in the transportation and logistics sector grow harder to overcome . ■
For a list of the sources used in this article , please contact the editor .
Stacey Hayes-Allen
Stacey Hayes-Allen is an experienced business developer , relationship manager and consultant . Driven by a passion for talent attraction , engagement and development , she has over ten years ’ experience collaborating and partnering with HR functions across FTSE250 and smaller SMEs on their people strategies . Today , Stacey leads on employer relations at Arden University - ensuring that ‘ real world ’ learning meets the workplace needs of employers in an ever-evolving employability landscape .
tlimagazine . com 27