Electronic
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The interbiznet Bugler
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interbiznet presents The Bugler
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October 23, 2007
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Bridget Sumser: Attraction
My multi-year post-graduation job search has finally come to an end. My anything-but-inspiring craigslist searching and brief moments on job boards proved to be fruitless. It was through my own network and community that I found, interviewed, and took my new job. Finally.
And, it is a position with AmeriCorps. Read more in the
Electronic Recruiting News.
Reveille and Hyperbole:
Plateau Systems , a leading provider of talent management software, content and services, announced Plateau Schedule Builder™, enabling customers for the first time to build efficient training schedules based on training demands and available resources. This innovative solution simplifies the allocation and scheduling of assets to support organizations' complex talent management needs, saving time and money traditionally spent coordinating and managing various resources, such as instructors, simulators, classrooms, or equipment.
Cornerstone OnDemand, Inc., the only proven provider of on-demand, integrated talent management software and services, today announced the availability of 24x7 support as part of its continued global expansion.
Taleo Corporation, the leading provider of on demand talent management solutions, announced the launch of Smart Sourcing with new product enhancements for Taleo Business Edition. Taleo's Smart Sourcing offering will provide small and medium businesses (SMBs) with a sophisticated set of tools to help level the playing field in the war for talent.
SmallCapStockAnalyst.com: Stock Spotlight included the Taleo Corporation (Nasdaq:TLEO)last week.
You Should Know:
USA:
The California Employee Confidence Index dropped slightly to 57.4 in September, a decline of 0.6 points from August, according to the latest Spherion(R) Employment Report. This month's survey of California workers, conducted by Harris Interactive(R) on behalf of Spherion Corporation, reveals that fewer workers are confident in their ability to find a new job and fewer are likely to look for a new job.
Study Says:
New CEO Study Reveals Key Trends and Opportunities in Global Supply Chains
Dr. Robert C. Lieb, Professor of
Supply Chain Management at Northeastern University, and Vincent Hartnett,
President - Penske Logistics, unveiled the latest findings from an annual
survey of CEOs of many of the world's largest third party logistics
providers at today's Council of Supply Chain Management Professionals
Annual Conference in Philadelphia. The research study, conducted annually
since 1994, was sponsored this year by Penske Logistics and looks at trends
across three regions: North America, Europe and Asia-Pacific.
This summer, 40 CEOs -- 21 from North America, nine from Europe and 10
from Asia-Pacific-responded to the survey. Findings indicate that while
CEOs struggle to retain and attract new talent, face increased involvement
from procurement during the selection process, and are under pressure to
lower prices while increasing service offerings, many are optimistic about
global expansion opportunities and the overall prospect of growth for the
industry.
Key insights into the opportunities and challenges facing 3PL providers
include the following:
Revenue Growth
-- CEOs are optimistic about growth prospects, with 87 percent of CEOs
saying they exceeded or met company revenue growth projections in the
past year.
-- One-year industry revenue growth projections averaged 11.1 percent for
North America, 7.5 percent for Europe, and 12.9 percent for Asia-
Pacific. Additionally, three-year projections were 11.4 percent for
North America, 9.7 percent for Europe and 12.6 percent for Asia-
Pacific.
M&A and Private Equity
-- 40 percent of CEOs reported that their companies were involved in M&A
activity in the past year. This number was especially high in Asia,
where six out of 10 CEOs reported that they had been involved in M&A.
-- Acquisitions will continue to contribute to revenue growth. In Europe,
for instance, CEOs project that 33 percent of their revenue growth over
the next three years will come from M&A.
-- CEOs were split on the growing involvement of private equity companies
in the industry: 56 percent were optimistic about private equity
involvement because of the infusion of capital, while the rest believe
that their focus on short-term gain and financial returns, plus a lack
of focus on the customer, is a negative development.
Expansion Abroad
-- Logistics services and operations are migrating to emerging regions,
specifically Mexico, Eastern Europe, Russia, China and India.
-- CEOs anticipate strong demand for logistics services in Asia -- the
only region where some CEOs reported that the industry was "very
profitable" -- while at the same time Asia-based 3PLs are struggling to
remain competitive with the emergence of large foreign-based
competitors.
-- Companies are finding new challenges when they expand abroad to
emerging regions, specifically in the areas of the availability and
quality of transportation, regulatory hurdles, real estate issues and
staffing.
-- Overall, CEOs reported continued customer pressure to offer integrated
global service offerings.
Emergence of Lead Logistics Providers
-- Interest continues to grow in the use of a Lead Logistics Provider
(LLP). Demand is highest in Europe, where 77 percent of CEOs reported
increased interest.
Talent Shortage
-- Finding, training and retaining top talent continues to be one of the
highest-ranked problems by CEOs.
-- In North America, the largest percentage of CEOs indicated that they
are implementing new recruitment, training and retention efforts. Of
note, 95 percent of these CEOs indicated they are implementing new
training programs.
Procurement Involvement
-- 87 percent of survey respondents indicated procurement is more involved
in the logistics provider selection process than before.
-- Procurement's involvement is having an impact on the sales cycle
according to 41 percent of respondents who reported a more lengthy
process caused by their involvement.
Downward Pricing Pressures
-- Combined with demands for more service for less, pricing pressures
continue to plague the industry. 87 percent of the companies have
taken steps to address those pressures, including: increased emphasis
in value-selling, focusing on cost reduction as a means of improving
margins, being more selective about what customers to work with, and
developing more specific service menus which emphasize integrated
solutions and high-margin value-added services.
Survey Participants
Companies participating in the annual survey included: Cardinal
Logistics, Caterpillar Logistics, CEVA, DHL, DSC Logistics, Genco, Geodis,
Kuehne & Nagel, Landstar, Menlo Logistics, Modus Link, NYK Logistics,
Panalpina, Penske Logistics, Pittsburgh Logistics, Ryder Logistics,
Schneider Logistics, TNT, Transplace, UPS, UTI and YRC Logistics.
About Northeastern University's College of Business Administration
Northeastern University's College of Business Administration,
established in 1922, provides its students -- undergraduate, graduate and
executive -- with the education, tools and experience necessary to launch
and accelerate successful business careers. The College credits its success
to an expert faculty, close partnerships with the industry, and its
emphasis on rigorous academics combined with experiential learning.
The College is highly ranked by several prestigious publications.
BusinessWeek ranks the College 26th in its "Best Undergraduate B-schools"
and number one in internships. The College's Bachelor of Science in
International Business program is ranked 16th by U.S. News & World Report.
The undergraduate program is also distinguished by The Princeton Review and
Entrepreneur magazine as one of the top 25 U.S. entrepreneurship programs.
Financial Times ranks the College's Executive MBA program in the U.S. top
50 and U.S. News & World Report ranks the College's part-time MBA program
number 21 in the country. For more information about Northeastern
University's College of Business Administration, visit
http://www.cba.neu.edu.
About Penske Logistics
Penske Logistics is a wholly owned subsidiary of Penske Truck Leasing,
a joint venture of Penske Corporation and General Electric. Penske
Logistics provides supply chain management and logistics services to major
industrial and consumer companies throughout the world. The company has
offices and operations in North America, South America, Europe and Asia.
Penske Logistics delivers value through design, planning and execution in
transportation, warehousing, international forwarding and carrier
management. Visit http://www.PenskeLogistics.com to learn more about the
company and its services.
Deep Release:
Largest Ever Study of Global Workforce Finds Senior Management Holds Trigger to Unleash Talent Potential
Towers Perrin Study Demonstrates Connection between Employee Engagement
and Financial Performance
A survey of nearly 90,000 workers worldwide,
including 5,000 people in Canada, reveals that employees do not believe their
organizations or their senior management are doing enough to motivate them to
go the extra mile at work and contribute to their companies' success.
The Global Workforce study conducted by professional services firm Towers
Perrin found that only 6% of Canadians believe senior management treats people
as if they're the most important part of the organization (and 10% globally).
Despite people's strong desire to become 'engaged' in their work, meaning
they're willing to go the extra mile to help their company succeed, only 23%
in Canada (vs 21% globally) are currently engaged at work. Of serious concern
for management and investors, 32% of Canadian employees are partly to fully
'disengaged'. This highlights a significant gap - which Towers Perrin has
dubbed the "engagement gap" - between the discretionary effort that people
actually want to invest and companies' effectiveness at tapping into this
effort to enhance business performance.
The study found that companies with the highest levels of employee
engagement achieve better financial results and are more successful in
retaining their most valued employees than companies with lower levels of
engagement.
"It's impossible to overstate the importance of an engaged workforce on a
company's bottom-line," states Kevin Aselstine, Managing Principal at Towers
Perrin in Toronto. "We analyzed financial results versus employee engagement
levels at 40 global companies. We found that firms with the highest percentage
of engaged employees collectively increased operating income 19% and earnings
per share 28% year-to-year. By contrast, the companies with the lowest
percentage of engaged employees showed year-to-year declines of 33% in
operating income and 11% in earnings per share."
The unveiling of the survey findings coincides with a landmark in
Canadian history, with Canada's unemployment rate dipping below six per cent
for the first time in 33 years - giving people many more choices about
employment options. Employers will have concerns that only one third (32%) of
Canadians have no plans to change their current jobs, since their ability to
hold on to key talent may be compromised. Driving engagement up, however, can
make a real difference. The study shows that among the 23% of Canadians who
are fully engaged at work, fully 52% plan to stay with their current employer.
"These mobility numbers sound an alarm for employers," said Michel
Tougas, Managing Principal for Towers Perrin in Montreal. "At a time when the
balance of power in the labour market is shifting from employers to
employees - or from buyers of talent to sellers - companies should be focusing
on how to engage their workforce, in order to help them both attract and
retain talent."
The study clearly demonstrates that the engagement gap poses an array of
business risks. For instance, more than 80% of engaged employees believe they
can and do contribute to the quality of products and services and to customer
satisfaction. But only half as many of the disengaged share that view.
Interestingly, the study reveals that Canadians embrace a more optimistic
approach to their working life, with a slightly higher learning orientation
compared to the global norms. For instance, 69% (versus 58% globally) stated
they tend to invest time and effort beyond what is required, and 90% (versus
84% globally) said they enjoy challenging work that allows them to learn new
skills.
Employees are also concerned about the credentials and conscience of
their organization. Canadian employees, like the rest of the global workforce,
are more likely to feel engaged if they are affiliated with an organization
with a strong reputation for social responsibility.
"Talent is our most valuable natural resource," adds Tougas. "It's
critical that companies understand their employees as well as they know their
customers. If companies aren't looking directly at their workforce and
understanding what it takes to unleash that potential, they will quickly find
themselves at a serious competitive disadvantage."
"You can't hire or buy an engaged workforce - only leadership can build
it," concludes Aselstine. "While employees want to invest more of themselves
to help their employers, our study clearly concludes the onus to tap into this
productivity reservoir lies with management's ability to cultivate an engaged
and fully productive workforce. However, there is no 'one size fits all'
solution. Developing and implementing the right 'engagement recipe' requires a
rigorous review of the organization's unique situation and challenges to
develop a customized human capital strategy."
Additional detail about the Towers Perrin Global Workforce Study is
available at www.towersperrin.com/gws.
About the Towers Perrin Global Workforce Study
The Towers Perrin Global Workforce Study, the largest of its kind,
surveyed nearly 90,000 people in 18 countries, including over
5,000 respondents from Canada. It uses an analytic model to calculate both
engagement levels and the impact that those levels have on performance,
retention and many other factors.
About Towers Perrin HR Services
Towers Perrin is a global professional services firm that helps
organizations improve their performance through effective people, risk and
financial management. Through its HR Services business, Towers Perrin provides
global human resource consulting that helps organizations effectively manage
their investment in people. Areas of focus include employee benefits,
compensation, communication, change management, employee research and the
delivery of HR services. The firm's other businesses are Reinsurance, which
provides reinsurance intermediary services, and Tillinghast, which provides
management and actuarial consulting to the financial services industry.
Together these businesses have offices and business partner locations in the
United States, Canada, Europe, Asia, Latin America, South Africa, Australia
and New Zealand. More information about Towers Perrin is available at
www.towersperrin.com/hrservices
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