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Proceedings

Talent Acquisition & Development Super Session

Wednesday, June 25, 2007 9:30 am - 3:30 pm

Friday, June 27, 2008 8:15 am - 12:30 pm

Presented By:

Kevin Smith, SVP of Supply Chain &

Logistics, CVS/pharmacy

Dr. Rhonda Lummus, Ph.D.,

Iowa State University

Super Session Abstract

Today’s supply chains are complex networks that stretch around the globe. Companies are concerned with ensuring that their supply chain employees will be able to support these global enterprises. For supply chain business owners, this means they need comprehensive programs targeting the recruiting, training and development of supply chain professionals. The programs must be focused on developing and retaining top-notch supply chain employees. Successful companies will have an employee talent development and acquisition plan that ensures they are prepared for the global, cross-functional, cross-company way of doing business.

This session will focus on discussing the premise that there is a “Talent Life Cycle”. The main elements of the Life Cycle are: Finding and Recruiting, Training, Developing and Retaining and Phasing-Out. Topics to be discussed include:

Finding and Recruiting

- Establishing expectations – What do people want? What can we provide?

- Employee Engagement – What does it mean to be the “employer of choice”?

- Hiring practices – Sourcing internal vs. sourcing external

- Contractor vs. Employee

Training

- Effective training programs

- Skills and competency development

- Toolkit development

- Mentoring programs

- Diversity, Affinity Groups , Inclusion, etc

- How to deal with running a “feeder” organization (i.e. company entry point)

Developing and Retaining

- Career Planning

- Performance / Accomplishment Reviews

- “Culture” and communication (community service, company spirit of pride, etc.)

- Mobility of employees

Planning for Succession

- Succession Planning

- Planned phase-out (i.e. retirement or elimination)

- Un-planned phase-out

- Changing mindsets

- Business continuity and sustainability

Learning Objectives:

· Explore opportunities to build effective organizations

· Identify best practices from within the member companies

· Identify cutting edge, or emerging practices.

Learning Outcomes:

· Identity current problems and trends in hiring and training supply chain professionals

· Provide participants with insight into how other member companies are executing successfully in the

development and acquisition of talent

· Develop useful tools that can be readily adapted to the member companies’ respective environments

· Strengthen supply chain managers problem-solving skills through real world case studies