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Supply Chain Council Houston Users Group Preview - SCOR-Model Process Skills for Global Supply Chains (SCOR P4 - People Skills Project). Welcome!.

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  1. Supply Chain CouncilHouston Users GroupPreview - SCOR-Model Process Skills for Global Supply Chains(SCOR P4 - People Skills Project) Welcome! Scott Sealing, SRA InternationalSCC Technical Development Steering CommitteeSCC Convergence Special Interest GroupSCC Source Skills Working Group ChairMay 21, 2010

  2. Agenda • Welcome • SCOR P4 Project Background • Purpose of the Project • Working Group’s Objectives • SCOR Skill Sets Defined • High-level On-line Browser View • Summary/Uses/Discussion

  3. Project Purpose • To successfully compete in today’s global supply chains, a business must effectively exploit all of its assets as well as human resources, including hiring and retaining the right talent. • Hiring the right person for a position can be challenging without the proper tools including solid skills information and functional job descriptions. • Provide Human Resource organizations a capability to easily identify skill sets necessary for reorganizations, career development, hiring, mergers, etc. • This project was initiated by the Supply-Chain Council in response to member requests to incorporate required job skills and functional descriptions for key attributes in each of the primary processes into the existing SCOR Model framework. • Enhance the framework for V.10.

  4. Working Group’s Objectives • Research/document the tasks and performance functions required to perform the process elements in the five basic SCOR processes and Enablers • Identify the Skills, Experience, Aptitude and Training (SEAT) needed to perform the process element tasks • Develop a cross-functional template and database to communicate human resource requirements in the SCOR framework to improve effectiveness of personnel recruitment and hiring

  5. What are SCOR Skill Sets? • Execution-oriented competency model to fill SEATs • SKILL = Technical skills that are specific to performing the process element, converting inputs to outputs. These are the specific responsibilities that HR will look for in successful candidates. Example: 3-Way Receiving Match • EXPERIENCE = Demonstration of performing tasks related to technical skills. These are experiences that might coincide with information on a person’s resume to describe activities they performed relative to the technical skill. Example: ERP systems • APTITUDE = Personal characteristics of a person that are associated with an aptitude for performing the required technical skills. These are more generic and abstract, but define what characteristics HR would look for in a successful candidate. Example: Analytical, Detail Oriented • TRAINING = Classes, programs, Certifications or other education that aid an individual in performing a technical skill. Examples: ERP Certification, SCOR Professional, APICS CPIM • Closed-loop database for skills and SCOR processes • Easily find skills necessary to execute processes • Easily find processes that require certain skills

  6. On-line SCOR Browser – Target: Summer 2010 The on-line version will allow the user full access to….

  7. On-line SCOR Browser – Target: Summer 2010 Processes

  8. On-line SCOR Browser – Target: Summer 2010 Metrics

  9. On-line SCOR Browser – Target: Summer 2010 Best Practices

  10. On-line SCOR Browser – Target: Summer 2010 Skills

  11. Process Steps - S1 Source Stocked Product All Process Steps Included

  12. SCOR 10 Browser – Skills List

  13. SCOR 10 Skills Browser User may select any of the 161 SCOR skills identified

  14. Individual Skills Page “3-way Receiving Match”

  15. Individual Skills Page Linked to Other Related Processes

  16. Individual Skills Page Select an experience, aptitude or training associated with that skill or to see what other processes are using the same skill for more detail. For Example: Bar Coding/RFID

  17. Experience Page Someone with experience in Bar Coding/RFID can identify other skills where that experience is applicable and may qualify them to work or, aid in determining where such a person might best be utilized

  18. Summary - Uses of the SKILLS for SCOR Used by Operations Managers, Plant Managers, Human Relations/Resources Managers, Employees and others to: Facilitate identifying the right person for the right job – either existing or new hire Use for the development of functional job descriptions Use in producing employee development and training plans for existing employees Aid in identifying cross training opportunities Aid employees in career planning Especially helpful when integrating people assets resulting from a merger or acquisition

  19. THANKS to the Volunteer Working Groups!!! Enablers • Deanna Yee • Dan Swartwood • Kim Martin • Danielle Rivette • Andres Von • Simson • Patrick Ryan • Matt Milas

  20. Discussion

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