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Some scholars have been so blunt as to claim that information technology is the answer to all the problems facing supply chain managers. We posit that, although information technology integration is necessary for a supply chain to succeed, people are also crucial for supply chain management to succeed. We further propose that managers must take into consideration organizational culture and the education and training of employees to facilitate supply chain collaboration and success. We interviewed 51 senior-level supply chain managers across five channel positions. Findings support our position that management of people is crucial to supply chain integration, and is improved through an accommodating organizational culture. Also, from our findings, we supply a prescription for building supply chain cross-functional manager.
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The Effect of People on the Supply Chain World: Some
Overlooked Issues
Stanley E. Fawcett
Professor, Marriott School
Gregory M. Magnan Matthew W. McCarter
Associate Professor, Albers School of Business Doctoral Candidate, University of Illinois
Abstract
Some scholars have been so blunt as to claim that information technology is the answer to all
the problems facing supply chain managers. We posit that, although information technology
integration is necessary for a supply chain to succeed, people are also crucial for supply chain
management to succeed. We further propose that managers must take into consideration
organizational culture and the education and training of employees to facilitate supply chain
collaboration and success. We interviewed 51 senior−level supply chain managers across five
channel positions. Findings support our position that management of people is crucial to
supply chain integration, and is improved through an accommodating organizational culture.
Also, from our findings, we supply a prescription for building supply chain cross−functional
manager.
Published: 2005
URL: http://www.business.uiuc.edu/Working_Papers/papers/05−0118.pdf
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The Effect of People on the Supply Chain World: Some Overlooked Issues
By:
Stanley E. Fawcett
Professor
Marriott School
Brigham Young University
668 TNRB
Provo, UT 84602
Gregory M. Magnan
Associate Professor
Albers School of Business & Economics
Seattle University
Pigott 426
Seattle, WA 98122
&
Matthew W. McCarter*
Doctoral Candidate
College of Business
University of Illinois
202 Survey
1206 South Sixth Street
Champaign, IL 61820
Phone: (801) 318-8740
Email: mccartermatthew@yahoo.com
Abstract
Some scholars have been so blunt as to claim that information technology is the answer to all the
problems facing supply chain managers. We posit that, although information technology
integration is necessary for a supply chain to succeed, people are also crucial for supply chain
management to succeed. We further propose that managers must take into consideration
organizational culture and the education and training of employees to facilitate supply chain
collaboration and success. We interviewed 51 senior-level supply chain managers across five
channel positions. Findings support our position that management of people is crucial to supply
chain integration, and is improved through an accommodating organizational culture. Also, from
our findings, we supply a prescription for building supply chain cross-functional manager.
Key Words: Supply Chain Management, Organizational Culture, Education and Training,
Information Technology.
* Please send all correspondence to Matthew W. McCarter. Address: 202 Survey, 1206 South Sixth Street,
Champaign, IL 61820. Phone: (801) 318-8740. Email: mccartermatthew@yahoo.com.
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The Effect of People on the Supply Chain World: Some Overlooked Issues
1. Introduction
Among many managers, information technology (IT) is viewed as the answer to problems
ranging from supply chain integration to attaining high levels of customer satisfaction. In fact,
some advocates for IT have been so blunt as to claim that IT can solve all of these problems. In a
recent Human Systems Management article, Alkadi et al. [3] examined the effects of IT on
business. One of their five case studies involved a high-tech fitness-goods manufacturer, and
their adoption to various IT to improve supply-chain performance. At the end of their study they
concluded:
Everything from supply chain management to customer satisfaction can be solved using IT.
… Clearly, IT will continue to change the way we do business in the world today. Many aspects
of business have been drastically changed by advancements in technology. New technologies are
allowing us to communicate better and … All of these technological advances have greatly
increased the speed and efficiency with which people do business. By taking full advantage of
technology, businesses can achieve profits and success beyond their wildest dreams [3: p.103],
italics added).
Information technology is an enabling dimension in supply chains [3, 13, 14, 40, 60];
however, we must remember that supply chains cannot be studied in isolation—namely in
regards to only information technology. For example, Kakati’s [32] critical analysis of mass
customization in supply chains concluded that managers must not look to technology as the only
means to attain monetary gains and a competitive advantage. Kakati further posited that for
managers to attain the benefits of mass customization they must remember “they are managing
organizational change, not just technological change” [32: p.93].
Another example is in built-to-order supply chain management (SCM). In their literature
review, Gunasekarana and Ngai [27] noted that built-to-order SCM has been well researched
regarding IT, yet has been rather sparse with research dealing with human resources and people
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management issues. These examples—along with others [28, 42, 45]—suggest the need for an
investigation as to how supply-chain managers view and manage their people to facilitate
success in supply-chain initiatives.
In this study, we posit that—along with IT—people issues must be considered when creating
and attempting to sustain successful supply-chain networks. By people issues, we mean
management’s consideration of organizational culture and the education and training of
employees to facilitate supply chain collaboration and success. To investigate this position, we
use 51 in-depth case studies across five channel positions. Aside from exploring the gap between
the reality and rhetoric of using people in supply chain networks, we further explore whether
people play as crucial—if not more crucial—of a role than IT in a supply chain’s success.
2. Literature Review
2.1. Information Technology’s Affect on Supply Chains
IT is a key enabler to SCM, and can be labeled a “high technology” which has affected the
very structure and organization of supply chain alliances [78: p.113]. This is so because IT
developments (e.g. email, electronic messaging, EDI, RFID, etc) now allows firms to collaborate
internally, and up and down the supply chain to share valuable information that they could not
share before (e.g. inventory levels, delivery schedules, best practices in process and
management, etc). Furthermore, IT development has affected with whom a firm can partner—
from suppliers and customers within the same city or state, to suppliers and customers across
international and geographic borders. Some of the benefits to supply chains from IT include
inventory reduction, faster product cycle times, decreased costs across the chain [3, 11, 12, 18,
21, 33, 34, 51), and the gaining and maintaining a competitive advantage [17, 63, 73].
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The research just cited—as well as many others—have quantitatively and qualitatively
shown the need for IT in supply chain networks, and that effective use of IT yields significant
benefits for supply chain partners. However, IT is not without its limitations in supply chain
networks. For example, a common problem impeding collaboration is in consistent IT systems
among chain partners [6, 8, 49]. This system inconsistency can be in the form of technology or
the people using the system.
IT is not independent of people, because it is the human ability to use and apply the
technology for benefit that is a prime component of technology itself [78]. In short, regardless of
how technologically advanced a supply chain network is, it is still people that man and operate
the flow and sharing of information and resources that technology facilitates and provides [20,
37, 46].
2.2. Organizational Culture and Supply Chains
Combining a firm’s information technology and people using that technology, we have two
dimensions that are critical resources to an organization’s functioning and survival [2, 5, 38, 52,
56, 76]. Further, both dimensions have been shown to be connected to an organization’s culture
[7, 16, 20, 31, 43, 47, 72]. Each organizational member of a supply chain brings to the alliance
an unique culture. These various chain-member cultures are similar to sub-cultures that exist
within many large companies in their various internal functions (e.g. manufacturing, engineering,
and purchasing) [36, 61]. An organization’s culture is an aggregate of many influencing factors.
Some of these factors include nationality, type of industry, the task the organization performs,
the people working in the organization, and information technology [4, 15, 29, 43, 75].
When supply chain partners form an alliance, the differences in organizational cultures can
either be a bridge or a barrier [30, 35, 53, 59, 68]. The firms’ cultural compatibility must be
5
taken into consideration by the supply chain manager, because those chain cultures can directly
and indirectly affect supply chain performance [10, 35, 59, 62]. Only after managers assess the
compatibility of a potential chain partners and form supply chain alliance can they begin the
challenge of working internally to equip their employees with the skills and vision of educating
one another through knowledge and skill sharing [22, 23, 41].
2.3. Supply Chain Education and Training
In The Fifth Discipline, Peter Senge [65] describes a learning organization where the
members are continually gaining knowledge and enhancing their capabilities to aid the
organization in adapting to dynamic environments and remain competitively superior over
competitors [54]. The driving force behind such an organization is its ability to effectively
manage knowledge [66].
Knowledge is not the same as information; but rather knowledge is “purposeful coordination
of action” [80: p.184, 79]. A learning organization is able to use knowledge so to accomplish
their goals. Peterson [54] extended this idea further to saying that as supply chain partners
(individual organizations) become learning partners, the supply chain then becomes a “learning
supply chain” that is able to use knowledge to attain its purposes and remain competitive in
dynamic markets [80]. For supply chain partners to turn information into knowledge and manage
that knowledge effectively, education and training of employees becomes key [1, 19, 57].
Supply chain education and training provides employees with vision and understanding as to
why SCM need and how it yield benefit [26]. Such education and training is further necessary
because people tend to resist change, especially when change requires yielding up control,
exposing weakness or valuable information to others, and changing one’s mindset [58, 70, 74].
SCM requires more than a change in mindset from adversarial to collaborative company
6
interaction. It requires a change in day to day decision making strategy, practices, and human
interaction. This means that people will have to change their mindset and behavior. People
cannot be forced to change; rather they must be enrolled to generate buy-in to allow their
passions to manifest in making the supply chain succeed [65].
3. Case Study Methodology
Because supply-chain management is intrinsically collaborative [9], a cross-channel, in-depth
case study will allow analysis at multiple layers within the chain and provide insight into human
behavior in the natural environment [64]. The case study method has grown in interest among
business scholars as a “research strategy” that allows in-depth qualitative analysis for answering
questions regarding what, why, and how [77: p.59, 25, 48, 50].
To allow cross-channel analysis, five chain positions were pre-determined [24]. Such a
case variety “fosters the development of a more creative and generalizable theory” [39: p.460].
Fifty-one in-depth interviews were conducted, surpassing Yin’s [77] recommended sample size
so as to provide compelling evidence to support theory. The average interview lasted from four
to six hours with the shortest interview lasting a little over an hour and the longest taking over 10
hours. The break down by channel category is as follows: fourteen retailers, thirteen finished
goods assemblers, twelve first-tier suppliers, three lower-tier suppliers, and nine service
providers.
All interviews were conducted face-to-face, and promised confidentiality to facilitate
candid responses. Case study participants were senior-level managers initially identified based
on their participation at annual meetings of leading professional associations where they were
presenting cutting-edge findings in SCM. Such a non-randomized selection method allows us to
“transparently observe” extreme chain-member practices and shed light as to why some firms
7
succeed in supply management while others do not [55: p.275, 24]. In most instances, the
interview was conducted with multiple managers from the host organization (the number of
company representatives ranged from one to eight).
During each interview, a semi-structured interview guide was used. The guide was
subdivided into general questions, questions on collaboration among the interviewee’s company
customers and suppliers, and key practices with particular chain members. The guide
questionnaire consisted of both open ended or rating scale questions, enabling a clearer
perspective of each interviewee’s responses [69]. To become intimately familiar with each case,
structured case study write-ups were created to allow further analysis. Such an approach is
central to avoiding “data asphyxiation” where enormous volumes of data overwhelm the analysis
process [55: p.281]. Further, becoming familiar with each case as a “stand-alone entity” allows
for unique patterns from each case to become visible before generalized patterns are attempted to
be applied in cross-case comparisons [24: p.540].
4. Findings and Discussion
Almost universally, without regard to channel position, managers acknowledged that people are
the key to successful supply chain integration. A breakdown of manager commentary by channel
position is supplied in Table 1. At one company, the Director of SCM’s slogan is, “People are
the bridge or the barrier.” Unfortunately, actual practice in the areas of hiring, training,
motivating, empowering, measuring, and rewarding people does not support the rhetoric. From
the managers interviewed, leveraging the human resource is often not a priority at companies
pursuing supply chain strategies. Managers are much more focused on implementing the latest
technology and teaming with the best channel partners. It appears that while many organizations
embrace technology, efforts to develop human resources are often meager by comparison and
8
poorly structured. Peter Senge has noted, “We know how to invest in technology and machinery,
but we’re at a loss when it comes to investing in people” [67: p.90].
Few training budgets equal those designated for technology despite estimates that systematic
and structured investments in training can provide up to twice the return as investments in
technology [71]. The fact that passionate people creatively engaged in making supply chain
integration work are a competitive weapon that is largely overlooked is the fault of top
management. Thus, senior management must use their position power and authority to create the
vision, allocate the resources needed for training, and establish the measurement and reward
systems that are critical to injecting passion into the workplace.
*** Insert Table 1 about here ***
4.1. Organizational Culture as a Supply Chain Facilitator
Senior management has the responsibility to cultivate a work environment where
participation is not just encouraged but highly valued; where people are empowered to
experiment, take risks, and solve problems; and where constant, life-long learning and the
sharing of knowledge is the expectation. Notice the phrase “sharing of knowledge.” Although
information gathering and sharing is important for a supply chain to sustain effective operations,
it is the gathering and sharing of (new) knowledge that allows firms to remain competitive [80],
and ultimately the supply chin to remain competitive. If individual supply chain partners are not
able to change information into knowledge and manage knowledge flow, then the supply chain
alliance will not be able to produce the synergy necessary to effectively compete against other
supply chains.
To have such a synergistic environment, managers must be able to work with and leverage
their employees so that information is transformed into processes and knowledge learned and
9
shared. As one manager commented, “Changing the culture is the key to leveraging people.” If
the “right” culture is not in place, then the supply chain will not be able to use their employees
effectively to pour their passion into supply chain initiatives. To quote another senior manager,
“You can’t have hierarchical control if you want to be in a supply chain environment.”
4.2. Education and Training
Beyond the need for more proactive leadership, the managers targeted their comments
regarding their people on the companies’ education and training efforts. Education is needed to
create a vision and understanding of SCM as well as to empower people at all levels to become
actively engaged in integration and improvement initiatives. Focusing initially on the training
theme, both methods and topical coverage were considered important. Efforts to build people
skills ranged widely from no formal corporate involvement in SCM training to the establishment
of corporate universities. The most impressive participant companies have developed extensive
training programs that offer 50 to 100 different supply-chain-management-related courses. One
company works actively with three state governments to jointly sponsor training programs. This
company makes its classes available to its employees while encouraging supplier personnel to
participate. The invitation has been extended for first-tier suppliers to invite a limited number of
second-tier suppliers’ personnel to join in a variety of classes. An amazing transition takes place
when managers from three tiers of the supply chain find themselves cooperating in a classroom
setting. Friendships and understanding emerge that enrich the longer-term business relationships.
In addition to providing the actual training, many companies link employee pay to education.
As employees build skills and demonstrate new competencies, their compensation is increased.
One company even offers stock options for the completion of training. Other training approaches
that were highlighted during the interviews included the following:
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1) Rotation programs. Many companies now hire bright young people who have just completed
their undergraduate or MBA training and bring them into a cross-functional rotation program.
The typical program lasts 18 months to two years and involves four to six different assignments
in the areas of purchasing, production, logistics, research and development, marketing, and
finance. Some of the programs require that the manager spend one of the rotations on the
production or retail floor. This training takes place before the manager arrives in the position for
which he or she was hired.
2) Workshops and seminars. Many companies augment their in-house training through week-
long seminars offered by universities, consulting companies, and professional associations.
These workshops present cutting-edge experience and give the managers an opportunity to
benchmark their companies’ practices with those of other managers in attendance.
3) Computerized training and simulations. Computerized training modules have become
popular because they offer a level of flexibility that cannot be matched through more traditional
approaches. Whenever managers have 30 minutes to an hour, they can work through a training
module at their own pace. Computer simulations also have gained in popularity in recent years.
Simulations help make complex tradeoffs more visible, providing a holistic vision of the supply
chain that cannot be easily gained otherwise. Many simulations involve competition among
teams of managers, creating an opportunity to develop camaraderie and to practice team
management skills.
4) Learning through experimentation. A few companies have cultivated a work environment
that allows managers to experiment with new approaches to traditional business situations. One
company has built some slack time into its production lines specifically so that workers can use
that part of the line as a laboratory— testing new assembly techniques to see if the existing
system can be improved. This particular company already is recognized as one of the world’s
most productive and highest-quality manufacturers. Another company actually encourages its
employees to fail. That is, people are expected to try things that have never been done before. If
the new approach works, then it is documented and shared throughout the organization. If it fails,
then the employee is expected to learn enough not to repeat the same mistake.
5) Knowledge sharing. Getting people to share what they know best can help instill a quest for
learning throughout the organization. Simple efforts to promote knowledge sharing involve
publishing a directory that contains telephone/fax numbers and e-mail addresses so that people
can contact each other without wasting time trying to track down a number. Some organizations
have set up a web-based directory that contains names and contact data along with information
about areas of expertise and current “pet projects.” Leading organizations make it a part of each
person’s job to act as a consultant to other areas of the firm when the need arises. This consulting
role helps specialists share their knowledge and promotes a learning organization. Knowledge
sharing helps people get to know one another and establish relationships that reduce the
transaction costs of collaboration.
6) Professional certifications. Several professional organizations such as the National
Association of Purchasing Management, the American Production and Inventory Control
Society, and the American Society for Transportation and Logistics maintain certification
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programs in areas that are very relevant to SCM. Numerous companies pay for membership in
these associations and make resources available to help employees prepare for and pass the
certification exams. A manager from one of the participant companies actually noted that his
company places greater value on being certified than it does on a person having an MBA.
Certification develops skills and brings credibility.
Turning to a discussion of training content reveals a great deal about how companies view
SCM. Some companies are very focused on building skills for day-to-day decision making in
targeted domains such as inventory management, production control, or supplier evaluation.
Others take a more expansive view of training and strive to create an overall SCM perspective.
The best companies blend the two approaches to instill a sense of purpose and vision while
providing a set of skills that can add immediate value. Some of the skill sets that are viewed as
most important are listed below.
• Supplier evaluation and selection
• Negotiation
• Systems thinking and analysis
• Team building and management
• Tradeoff analysis
• Quality control
• Benchmarking
• Problem solving
• Computer (basic programs to web
design)
• New product development
• Relationship management
• Process improvement and integration
• Brand management
• Customer service
• Costing—ABC, target, and total
• Six Sigma
• Outsourcing and the use of 3PLs
• Process integration
• Cycle time reduction
• Value analysis/value engineering
Of course, a comprehensive list would include hundreds of topics. However, the wish list of
skills most often sought after implies that companies are looking for people who have the depth
of knowledge to perform as specialists while at the same time understanding the big picture
and being able to make decisions that support corporate rather than functional objectives.
In summary, supply chain managers need to understand the nature of their organization’s
culture and processes, be able to work in teams, maintain a customer focus, and have the
capacity and desire to learn constantly. They need to be proficient analysts and great
12
communicators and be able to facilitate communication about firm and alliance members. And
they need to be flexible, and willing and able to adopt new technologies or step out of the box
to solve customer problems. One company’s education philosophy nearly captures the overall
thrust of supply chain skills desired in only a few words—“Lifelong training in customers,
quality, and technology.” We can modify this quote slightly to conclude, “Life long training is
customers, quality, technology, and learning to work effectively with others.”
5. Building Cross-Functional Managers
The objective of corporate supply-chain education appears to be to create the cross-
experienced management team. The intent is to provide managers with an understanding of the
roles and challenges inherent to managing diverse value-added activities throughout the
organization. A cross-experienced management team facilitates integration, making it possible
to build broad-based core competencies. The effort to develop cross-experienced managers can
be summarized into three phases—begins in the hiring process. A number of companies have
developed web-based application processes that help profile potential hires to see if they have
the demeanor, aptitude, and skills needed to fit the company’s needs and culture. Phase two,
once hired the manager enters into a cross-functional rotation program like the ones previously
described. Finally, phase three continues to inculcate the attitude and skills needed to be a
cross-experienced manager by allowing life-long learning through professional development
and periodic assignments to cross-functional task forces and project teams. A synopsis of the
three-phase process for cross-functional management training is shown in Figure 1.
*** Insert Figure 1 about here ***
According to the managers interviewed, a truly cross-experienced manager accomplishes
the following:
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1) Develops an appreciation for the needs and wants of customers
2) Becomes intimately familiar with the product and the value-added process
3) Gains a better perspective of what goes on in the different functional areas and how the
functional areas work (or don't work) together to meet organizational goals
4) Learns the “language” spoken in each area (in preparation for future intra-organizational
communication)
5) Establishes relationships with other managers that will be useful in future decision-making
responsibilities
6) Develops an appreciation for the workers who make the product or, in the case of service
industries, who interface with customers
7) Gaines an understanding of the role that outside suppliers (both product and service) play in
product development, production, and distribution.
As managers become cross-experienced, their ability to make process-oriented decisions as
well as work on supply chain teams improves dramatically.
6. Caveats Regarding People in Supply Chain Management
6.1. Employment Loyalty and Mobility
Unfortunately, cross-experienced managers are highly valued and marketable. Cost
justifying programs to cultivate cross-experienced managers is difficult when managers change
jobs every three to five years. Scarce resources compound the problem. One company with a
reputation for developing outstanding cross-experienced managers was forced to scale back its
training program after competitors made a practice of hiring away newly “minted” managers.
Competitors had found that it was easier and less expensive to “headhunt” bright and capable
managers than to establish their own training programs. Effective SCM requires competent,
secure people. Finding and/or developing these people is a huge challenge, especially in a
world where employment mobility dominates. High turnover rates greatly inflate training costs
and reduce training effectiveness. The lack of loyalty—running both directions—is perhaps the
14
most prominent impediment to leveraging the human resource as a supply chain facilitator. As
previously mentioned, many companies would rather hire experienced managers from the
outside than develop great managers internally.
6.2. Lack of Follow-Through
A second people challenge has emerged from corporate America’s penchant for fads. Many
companies spend a great deal of time and money looking for the panacea. As one manager
said, “There are no silver bullets, but there are a lot of people willing to sell you one.” Pursuing
the latest technology or newest management philosophy dilutes focus, wastes resources, and
diminishes follow through. This lack of follow-through has led to “cynicism” among the ranks
of many organizations’ management teams. Far too many managers now operate with a “show-
me-first” attitude and are unwilling to accommodate innovative philosophies, new practices, or
modified roles and responsibilities. When people adopt this intransigence, they become barriers
to supply chain integration and an entire cultural makeover is required.
6.3. Talking the Talk, but Not Walking the Walk
A third related hurdle is that many companies pay lip service to the importance of the
human resource. They talk the talk of people being the most important asset, but in the words
of one manager, “They have taken people out of the picture more than they should have been.”
Simply stated, many managers and workers alike no longer believe that they can make a
difference; they do not feel that their experience or passion is valued. They therefore hoard a
wealth of ideas that would lead to better products and processes and could greatly increase
customer loyalty. As a result, a critical resource goes underutilized. The bottom line is that
many companies (even highly admired companies) have created an environment where people
15
lack the power to make something happen, but possess the power to keep something from
happening.
7. Conclusion
Managers interviewed across the five-channel positions believe that people are vital to
supply chain success. Interestingly, the amount of time and money spent by organizations to
develop its people for supply chain collaboration pails in comparison to other budget
expenditures—namely technology and alliance formation. To utilize their people, supply chain
managers must remember the following four points:
 An organization’s people are a competitive weapon in supply chain integration;
however, it is largely overlooked by top management. It is the duty of senior
management to create vision, allocate necessary training and educational resources, and
establish measurement and reward systems that inject passion into the workplace.
 Senior management must cultivate a working environment where participation is not
just encouraged but highly valued. In such environments, people are empowered to
experiment, take risks, and solve problems; and constant, life-long learning and the
sharing of knowledge is the expectation not the ideal. To repeat one manager’s
commentary: “Changing the culture is the key to leveraging people.”
 The best supply chain companies blend continual education and training programs to
instill a sense of purpose and vision while providing a set of skills that can add
immediate value.
 Cross-functional managers are developed in phases, beginning before the manager is
even hired and continuing throughout the tenure of the manager (Figure 1).
While daunting challenges still persist, important progress toward people integration is being
made. See our summary on Table 2. Our findings suggest that future study is needed to
understand how people facilitate supply chain success, and what factors aid people in being a
valued asset to supply chain alliances. Human effects on supply chain initiatives are real and
must be taken into consideration along with other factors when managers meet to form supply
chain alliances.
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*** Insert Table 2 about here ***
Acknowledgements
Authors are listed in alphabetical order, and all contributed equally to this study. This study
was generously funded by the Center for Advanced Purchasing Studies, Mesa, AZ.
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Table 1: Status of People in SCM by Channel Position
Retailer Perspective:
• People success begins with leadership. Extensive senior mgmt education. Tie rewards to results. 360 degree feedback
• Integration training focuses on 3 areas: supplier evaluation, relational mgmt, & use of 3PLs. Lack common vision & passion.
• Active effort to hire SCM mgmt skills externally. Skill building & people development viewed as key, but training not in place.
• In-house university provides training on systems view, process improvement & brand management.
• People are key, but “have been taken out of picture more than they should have been.” Working to educate on collaboration.
• Changing culture is key to leveraging people. Training all senior managers in team building. Cross-functional rotations.
• Weekly meeting to coordinate activities & resolve problems. SCM education across senior management.
• People must be educated about the nature of SCM. Customer service training. Some cross-functional teams. Stock options.
• Hire good people, empower them, & hold them accountable. Emphasize individual learning & sharing. Matrix organization.
• People are key—training & trust. Emphasize culture of trust through clear objectives, aligned measures & reliable systems.
• People are key—every individual must be passionate. Daily meetings to review results & coordinate plans/programs.
• Extensive education via workshops, seminars & training rotations. Constant learning via experimentation. Stock options.
• People are a critical barrier. Having trouble changing the mindset, traditional practices, & roles/responsibilities.
Finished Goods Assembler Perspective:
• Extensive learning—100s of courses available. Stock options offered for completion of training. Annual development plans.
• Human resource is vital. Need expanded training & empowerment. Making SC visible so people understand tradeoffs.
• People viewed as one of 3 pillars of successful SCM. Training is critical; also, open communication & trust.
• SCM requires competent, secure people. 50+ SCM classes taught in-house & to first-tier suppliers. Expanding to second tier.
• SCM is human resource issue. Everyone must be on same page. Vision, training, & measurement are critical to passion.
• People are viewed as key & recognized as barrier. Few formalized efforts in place to leverage people.
• Must bring right people together on SC teams. Team members must have expertise & credibility. Best practice training.
• People are key; technology is enabler. New SC training program. Cross-experienced managers. Use cross-functional teams.
• People are vital to SCM; therefore, major effort in education, development, & hiring. Cross-functional teams are used.
• Training & motivation are critical. Also, very important to maintain stable (longevity) mgmt team which is cross-experienced.
• People have to “believe it is the right thing to do.” “Book club” provides common forum. Computerized training & simulation.
First-Tier Supplier Perspective:
• People are bridge/barrier. Training & consistent measures to change mindset/overcome NIH. Cross-functional teaming.
• Training, teaming, shared rewards & work environment key to participation. Use workforce to sell to customers.
• People are source of expertise & provide means for staying in touch with SM members. Strong emphasis on teams.
• Training in area of leading-edge procurement. Provide overall SC visibility. Personal development plans to guide training.
• People are key—must have same vision, receive training, & be held accountable. Cross-functional & commodity teams used.
• Buyers trained to lead supplier development teams. Cross-functional commodity teams. Emphasize shared learning.
• People are bridge or barrier. Teams used to build relationships. In-house university. Training offered to first-tier suppliers.
• Lip service to people as critical. Materials mgr pushing for mentor program. Scarce resources hinder people development.
• Training required to understand process integration & tradeoff analysis. Provide process eng. training to key suppliers.
Lower-Tier Supplier Perspective
:
• Employee commitment is key. Trust means doing what you say you will do. Reward input; use teams; training.
• “Empower people to do the right thing.” “You can’t have hierarchical control if you want to be in a SC environment.”
Service Provider Perspective:
• “People key to 3PL success.” Careful hiring & training to build skills & loyalty. Workers are rewarded to share ideas.
• People are critical to tailored services & key account mgmt. Information access & centralized purchasing support field staff.
• People are key. Operate in-house university for training & leadership education. Lack of follow up has led to “cynicism.”
• Emphasis on internal collaboration. Better cooperation between sales & operations. Joint problem solving. Mutual respect.
• Project mgmt., problem solving, & teaming skills must improve. Developing training. Promote NAPM/APICS certifications.
• People, especially mgmt talent, are vital to creation of new value-added services. Empowerment & openness/honesty vital.
• Invest in people & passion. Cross train employees. Share knowledge. Life-long training in quality, customers, & technology.
• SC & 3PL service are people driven. High turnover raises costs & reduces training effectiveness. Competition for people.
• People are important, but with 30% annual growth it is difficult to provide training. Key managers are stretched very thin.
29
Table 2: Progress and Deficiences of People Utilization in Supply Chains
Points of Progress Deficiencies
People are recognized as vital to SCM High degrees of lip service
Establishment on in-house universities Creativity of people remains untapped
More use of rotation programs Lack of layalty both ways
greater emphasis on teaming Meager training budgets
Cultures of trust are rare
Too much hierarchcal control
Risk taking discouraged
Cynicism is common
30
Self-Explanatory Caption for Figure 1
The purpose of Figure 1 is to graphically display the three-stage cross-functional manager
process. Potential cross-functional manager (PCFM) are targeted by the firm in the first stage,
before employment is even offered. The manager is then placed in an extended functional
training and education program where he/she is rotated throughout different functions within the
firm. The final stage is a continual process where the manager must acquire new skills and
abilities through education and training programs. These education and training programs can
take place inside or outside the firm.
31
Figure 1: Cross-Functional Management Training and Education Process
Screening Process:
Application processes that
helps to profile hires.
Attributes such as demeanor,
aptitude, and skills are profiled
against company needs and
culture.
Cross Functional Rotation
Program:
Program involves four to six
different assignments in the areas of
purchasing, production, logistics,
research and development,
marketing, and finance.
Program lasts 18 months to two
years.
Training takes place before the
manager arrives in the position for
which he or she was hired.
Continual Education & Training:
Periodic assignments to cross-
functional task forces and project
teams.
Week-long workshops and training
seminars.
Linking compensation to certification
and skill training.
Phase 1: Hiring Process
Phase 2: In
itial Cross
-
Functional Training
Phase 3: Continuing
Education & Training
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Purpose This paper aims to provide the results of a survey of courses dedicated to the field of supply chain management in higher education. This research is unique because it represents the first large-scale study of graduate supply chain management courses taught at universities globally. Design/methodology/approach Content analysis was performed on each syllabus to identify the actual course content: requirements, pedagogy and content emphasis. This aggregated information was used to compare historical research findings in this area, with the current skills identified as important for career success. This data provides input for a gap analysis between offerings in higher education and those needs identified by practitioners. Findings Data gathering efforts yielded a sample of 112 graduate courses representing 61 schools across the world. The aggregate number of topics covered in graduate courses totaled 114. The primary evaluation techniques include exams, projects and homework. Details regarding content and assessment techniques are provided along with a gap analysis between the supply chain management course content and the needs identified by APICS Supply Chain Manager Competency Model (2014). Originality/value The goal is to use this data as a means of continuous improvement in the quality and value of the educational experience on a longitudinal basis. The findings are designed to foster information sharing and provide data for benchmarking efforts in the development of supply chain management courses and curricula in academia, as well as training, development and recruitment efforts by professionals in the field of supply chain management.
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Purpose This paper aims to fill a void in existing research by focusing on in-company efforts to develop supply chain (SC) talent, with a specific focus on the role that executives can play in this process. This study uses the resource-based view (RBV) of the firm and theory of training motivation as theoretical background for the exploration. In addition to that, this paper provides meaningful information for executives aspiring to contribute to the development of supply chain management (SCM) talent including the primary drivers, benefits, barriers and bridges (Fawcett et al., 2008). Using this framework will lead to the development of a conceptual model to facilitate future research efforts. Design/methodology/approach This paper studies three case companies where there was an active executive engagement in the recruiting, on-boarding and ongoing development of SC talent. Findings In all three case companies’ executive engagement was high and the executives acted as champions of the SC talent development program including designing and stewardship of the program. They also got personally involved in recruiting, training and mentoring. In alignment with the RBV of the firm, all three case companies were strongly driven by a need to improve the competitive advantage of their firm through the SC competencies and capabilities. This strategic directive is driven by the executive suite and typically involved a combination of goals including improving functional capability development, internal stakeholder relationships and growth in business value contributions. This leads to the need for attracting new talent, due to talent shortages and developing more future-proof capabilities of the SC talent. Talent that is future-proof can effectively handle the current scope of work and successfully implement changes that the SCM strategy aspires to. Hence, the executive ownership is very much driven by a strategic imperative to improve the knowledge, skills and abilities and critical realization of the importance of talent recruitment and development. This study also finds that there are very specific SCM drivers, benefits, barriers and bridges in play making it important for SCM executives and teams to engage and not rely on generic human resource (HR) processes and frameworks only. Research limitations/implications We found that in the three case companies’ executive engagement in talent development had a positive impact. We also identified specific roles of the executives such as, the benefit of engagement across multiple hierarchical layers of the organization and, the risk of programs being shorter lived when focused on a narrower talent issue. Our research focus contributes to the existing supply chain literature involving talent management. It also suggests actions for supply chain executives, for the educational provision of universities and multiple research opportunities. Originality/value There is no evidence of prior research in fields of HR management, talent development or SCM related to the impact of executive engagement in this process. This paper studies three case companies where there was an active executive engagement in the recruiting, on-boarding and ongoing development of SC talent. Findings show the critical impact of personal and extended engagement of senior-level executives and their leadership teams, in SC talent development. This paper offers specific techniques and approaches, generates suggestions for further research, managerial action and university implications.
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The major purpose of this paper is to address some online procurement implementation issues and provide managerial implications on leveraging enterprise resource planning (ERP) investment by extending the functionality into the supply chain. In this paper we discuss issues related to the benefits gained and caveats of effective online procurement, implementation process, managerial implications, and the impact of online procurement on supply chain management. These issues are explored in the paper using a case study.
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Chinese businesses began with a weak foundation in the intense world trade environment, similar to the many other companies that grew from developing countries. How were these Chinese businesses able to compete with foreign competitors armed with strong capital structures and efficient communication networks? Haier is an excellent example of how Chinese companies have successfully adapted to and prospered in the global economy, using information technology as a strategic weapon to improve its competitive advantage and further to create collaborative advantage. Haier's growth is miraculous: in less than two decades, it grew from a state-owned refrigerator factory into an innovative international giant. The company has become China's first global brand and the fifth largest appliance seller in the world. What are the secrets of Haier's success? Many researchers have conducted extensive studies on Haier's management and found the key is Management Information Systems such as e-Commerce and logistics systems that improve business operations between its suppliers, customers, and business partners. This article recounts the journey of Haier's achievements to excellence through its MIS, and provides analyses of the company's business model, the market chain management model.
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This paper explores and analyzes the role of information systems (IS)/information technology (IT) in organizational learning in the context of internal designs and structures and the external environment in which the organization exists. Based on direct observation and reflection from members of the organizations, it argues that the corporation in question is locked in a paradox: on the one hand, the corporation is striving for growth; on the other, management decisions, predicated on a fortress culture that resists to change, have substantial influence toward contraction. It asserts that unless the culture that encourages information blockage and hoarding and discourages sharing is not changed, it will continue to face difficulties at all fronts. Eventually, an organization may not shift to higher order learning, which in turn is likely to hamper its growth.
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In recent time, mass customization strategy is considered in some industries as those trends, if not taken up, that might make firms lose their markets to the competitors. Thus, managers concerned with strategic issues might adopt new technology as the only means of implementing this strategy. Often they might make an error in doing so. Mass customization is a completely discontinuous leap from mass production and requires a major paradigm shift and breakthrough thinking. Understanding customers is the starting point, not the dizzying possibilities of technology to produce variety that nobody wants. Mass customization requires careful preparation in every stage of the supply chain and also enriching buying experience of customers. Innovation, quality improvement, time, flexibility, and cost management in every stage are essential pre-requisite of mass customization program. This paper critically analyses some of the issues of mass customization program and suggests measures for successful implementation of a mass customization strategy.
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The management of Supply Chain Systems is one of the major issues that a firm has to deal with in today's global economy. The purpose of this type of system is to transform incomplete information about the market and available resources into co-ordinated plans for production and replenishment of goods and services in the network formed by co-operating units. One of the goals of Internet-Based Management (e-management) is to facilitate transfer and sharing of data and knowledge in the context of supply chain structures. Knowledge-based modelling tools for supply chain management utilise reusable components and configure knowledge as needed, in order to assist users (agents) in decision-making. This paper discusses a generic development methodology for e-management and conceptual modelling of supply chains. For illustration, applications from the automotive industry have been utilised.
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Executive Overview Due to the stress of operating in increasingly dynamic environments, organizations are under tremendous pressure to fundamentally change the way they do business. Restructuring, rightsizing. and re-engineering all represent attempts to implement fundamental change. Unfortunately, many companies fail to achieve the results promised by these approaches because their members resist and the change attempt is aborted. This article focuses on overcoming the resistance that resides with the mindsets of organizational members—managers and employees alike. This article goes beyond simple advice for increased education and communication to explore why people fear and resist change. We offer six suggestions on how to avoid and, when necessary, overcome resistance in order to realize lasting fundamental change. In the past, managers had two choices for implementing fundamental change: they could use either incremental or revolutionary processes. For most firms in dynamic environments, incremental change is too minor and revolutionary change is too devastating. To achieve the optimal magnitude of change, we propose a new, vitally different implementation mode. We call this change process tectonic to evoke a seismic metaphor: organizational inertia is overcome, environmental stress is relieved, and outdated beliefs are destroyed while a new organizational identity is rebuilt on the foundation of the unique, enduring, and positive attributes of the organization.