Usually, People assume that logistics is all about all about the goods? One might think so. It is about people. The success of transportation and logistics operators depends decisively on the quality and qualifications of its employees. This prerequisite will not decrease but increase in the future. Considering that exactly this requirement for success already causes difficulties today, qualified personnel will be a determining factor for the success and survival not only of companies, but also of entire supply chains.

It is going to be real challenge for logistics companies to inspire next generation in this IT based transforming era. The career choice becoming more easier than before. The job in the transportation and logistics company has not been attractive to the new graduate. It was simple assumption that job in transportation and logistics companies are physical. Many transport jobs are low-paying dead-ends. Higher skilled logistics roles with good pay and advancement potential don’t even make the radar screen of many talented graduates. However, as 21st century approached the image has changed so much. As IT transformation took place in logistics industry, new graduate started to understand the betterment of job in transformation industry.

Around the world, populations are ageing. In many developed economies, increasing numbers of workers are contemplating when to retire. That’s a major problem for some sectors, like road freight, where labor shortages due to retirements are already beginning to take their toll. In developing economies, transportation and logistics as a sector is growing rapidly — but workforce development isn’t yet keeping pace. How will transportation and logistics companies cope?

Here are some challenges that might help to attract new graduate:

Compensations and Incentives: Transportation and logistics companies need to take a critical view of their remuneration systems and benchmark their salaries against their peers and other industries. Salary alone isn’t the only way to compensate employees; companies should look at improving benefits packages and working conditions too.

Career Paths: There is a strong need for differentiated development options in the transportation and logistics industry. Making sure that there are enough skilled candidates and suitable advancement options for talented staff won’t be easy, but it’s critical to future success. Transportation & logistics managers need to work together with governments to make sure there are programs in place to train future employees. Development programs which align strategic corporate goals with personal ambitions can help transportation and logistics companies meet their staff’s expectations.

Diversity Management: Diversity management will continue to be a marginal strategic issue in transportation and logistics. The industry will fall short of taking full advantage of the significant benefits that gender and cultural diversity can offer. Transportation and logistics companies should encourage cultural diversity and promote women at all levels of the company. Making sure to appoint women to top jobs in the C-suite can have a significant impact, by setting the right tone and providing important role models for women throughout the organization.

Employer Branding: Future job seekers still won’t see transportation and logistics as a desirable industry. To stand out, transportation and logistics companies must proactively manage their company brand. Transportation and logistics companies suffer from the sector’s negative image. Building their employer brand is an essential way to cope. That means understanding what makes a company unique and attractive, then using different marketing platforms and communication channels to get the message across to young people, careers counselors, businesspeople and the media.

We are living in times of terrible catastrophes and surprising structural breakdowns. The world is spinning faster than ten years ago. He, who adjusts his futures competence to this vicissitude, will also do roaring trade.