[ Team Fly By ]

Rohit Sarin, Danny Court,

Laura Winger andRefugio Fernandez S

CM

59

1

Analysis of the Literature

Literature Strengths WeaknessesAPICS Model Tiered structure showing different levels of

competencies; addresses breadth of skills required (not limited to education, for example)

Some of the competencies seem overly generic.

SCOR 10 Model

Framework as a basis for discussion is very clear and easily navigated; specifics for jobs can be easily identified

Identification of trainings, aptitudes, etc., seem fairly random and arbitrarily assigned at best.

AMR Model Clear and specific identification of required skills and attributesClear vision and direction for developing supply chain talent

Does not address continued professional development The model is heavily academic and could encounter real world obstacles

Gartner Domain Model

Uses two frameworks to identify the unique challenges of assignments as well as the competencies of individualsProvides a sample of how to actively, systemically develop talent

There is no real link between the various frameworksThe sample talent development cannot be implemented directly

T Shape Model

The building block structure runs parallel to a supply chain manager's career path

Minimally identifies skills required for global supply chain operations - Globalization

Comparison of the Literature

APICS Model

SCOR 10 Model

AMR Model

Gartner Domain Model

T-Shape Model Comments

Depth & detail 4 10 7 4 4SCOR 10 goes into excruciating detail, and while we question the accuracy of the specifics described, it does give us a basis

for discussion like no other.

Breadth & applicability to supply chain field as a

whole7 7 7 10 7

While most models cover the job requirements for various roles in supply chain, Gartner went above and beyond by also defining the challenges of specific assignments and

comparing these to existing competencies of individuals.

Applies to recruiting/hiring 4 10 7 4 1

The SCOR 10 model gives detailed training requirements, experiences and skills that can easily be identified from a

resume or in an interview.

Applies to talent development 10 10 7 4 1

While the APICS, SCOR 10 and AMR Models all provide paths for development, we felt that the AMR Model didn't give

quite as clear of a picture for further professional development as the other two did. The Gartner Model

provided a sample of how to systemically develop talent, which is a great idea, but it wasn't very clear how to utilize

that sample across the board.

Easy to understand 4 7 10 4 1We found the T-shape Model to be the most confusing, as there were so many layers and levels that didn't seem to

necessarily connect to one another. The SCOR 10 Model is perhaps too thorough, while the AMR model is just right.

Total (Product) 4480 49000 24010 2560 28

Application

• Who?– Purchasing Manager

• Where?– The Airline Industry

• What?– Jet Fuel

• How?– Plan, Source and Deliver

Skills and Attributes

• Plan Function– Demand Management– What If Analysis / Modeling

• Source Function– Risk Management

• Stressed By ATA

– Negotiations and Contracting• Relationship Management

– Total Cost Analysis

Skills and Attributes Cont’d

• Deliver Function– Delivery Management– Inventory Management and Control

Skills and Attributes Cont’d

• Deliver Function– Delivery Management– Inventory Management and Control

Project Manager Program Manager

Tools:

Project Management* CRMPlanning* ERP*Reporting Performance Metrics*

Scheduling* Reporting*

Skills:

Coordination Management Account ManagementNeeds Analysis Audit*

Process Documentation* Performance ManagementRequirements Gathering Techniques Process Management*

Risk Management Product Lifecycle ManagementTask Management* Trust Building

Attributes:

Collaborator Accountable*Communicator* Attentive

Detailed* Communicator*Leader* Customer Oriented*

Negotiator* Leader*Prioritization Negotiator*

Problem Solver/Creative Problem Solver/CreativeSelf Motivated*

Time Management

AVNET Skills and Attributes Model

Comparison & Critique

• Project Manager– Deliverables & Deadlines

• Program Manager– Client Relations – Process Improvement– New program identification

Comparison & Critique

Avnet’s Descriptions- Our team generally concurs- The positions are unique

Recommendations- Additional tools to consider- Additional skills to consider- Additional attributes to consider

Project Manager Program Manager

Tools:

Project Management* CRMPlanning* ERP*Reporting Performance Metrics*

Scheduling* Reporting*

Skills:

Coordination Management Account ManagementNeeds Analysis Audit*

Process Documentation* Performance ManagementRequirements Gathering Techniques Process Management*

Risk Management Product Lifecycle ManagementTask Management* Trust Building

Attributes:

Collaborator Accountable*Communicator* Attentive

Detailed* Communicator*Leader* Customer Oriented*

Negotiator* Leader*Prioritization Negotiator*

Problem Solver/Creative Problem Solver/CreativeSelf Motivated*

Time Management

AVNET Skills and Attributes Model

[ Questions? ]

Additional resources:APICS OMBOK 2nd Edition (Appendices)

MIT Study: Are You Prepared for the Supply Chain Talent Crisis?