Tag Archive for: employability

Navigating the Currents of Change: Insights from the Helm of P&O Ferrymasters

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Oscar Rodenas, General Manager for Spain – P&O Ferrymasters

This month we are launching our “Journeys in Learning” series, during which we will be interviewing key members of our community on topics that are near and dear to us. For this first issue, we have interviewed Mr. Oscar Ródenas Ujaque, the General Manager for Spain of P&O Ferrymasters.

Combining Teaching and Professional Practice

Q1: Reflecting on your extensive experience in the logistics sector, how does this enrich your role as a teacher at TecnoCampus, and conversely, how does teaching inform your professional practice as a logistics manager at P&O Ferrymasters?

The integration of theoretical knowledge with practical application benefits both students and educators. Students gain foresight into their career goals, and educators solidify and expand upon these aspects, infusing their teaching with insights drawn from actual industry experience. This dual approach, particularly for those of us with substantial sector experience, allows us to share real-world scenarios in the classroom, bridging gaps that traditional academic teaching might leave.

The Role of English in Logistics

Q2: With the introduction of teaching Warehouse Management in English, can you discuss the importance of English proficiency for logistics and transportation professionals, especially in your role with the European Management Team at DP World?

Mastery of English is indeed vital, given that it is the lingua franca of business. Ensuring fluency in English is crucial if one aspires to work internationally or maintain cross-border professional relationships. For me, teaching in English is a step towards normalizing its use as a primary means of communication that must be navigated with ease and precision. Professionally, staying current with the logistics market and educational offerings, like the European School’s innovative programs on sustainable transportation, is imperative. Initiatives like the ‘Motorways of the Sea’ demonstrate logistics’ potential to be eco-friendly and innovative, pushing the industry forward alongside societal advancements in digitalization and sustainability.

Hiring for the Logistics Sector

Q3: In your capacity as a hiring manager at a company renowned for its fast-paced logistics operations, what key competencies do you seek in candidates, and do you find that today’s young applicants meet these criteria?

The hiring landscape has indeed shifted; we look beyond impressive resumes and training, which we now consider a given. Instead, we seek individuals who bring unique talents, can relate well to others, and enhance their work environment. We expect newcomers to challenge the status quo with innovative, efficient, and sustainable logistics solutions.

The Attraction and Challenges of the Logistics Sector

Q4: How would you portray the dual nature of the logistics sector, with its exhilarating pace yet demanding environment, to the younger generation?

The logistics sector is challenging and unyielding, requiring professionals to be agile and perpetually learning. It pushes individuals out of their comfort zones and demands their utmost dedication. Simultaneously, it offers an invigorating career—never dull, always rewarding—making it compelling despite its demands. As they say in logistics, once you’re in, you’re hooked, due to its captivating nature. One must be ready to navigate its intensity.

Impact of E-commerce on the Logistics Sector

Q5: Considering the transformation brought by e-commerce to logistics, how do you envision its future development, and what advice would you offer aspiring professionals?

E-commerce, having surged during the pandemic, has since stabilized to a steady growth trajectory. It remains a pivotal force driving logistics innovation, increasingly intertwined with digital technologies and AI. Looking forward, students should remain abreast of industry trends and developments, perhaps through reputable logistics publications.

Experience as Accompanying Professor in the Escola’s MOST Course

Q6: Having served as an accompanying professor on the MOST course by Escola Europea, could you share your experience and the main insights you’ve gained? Would you endorse this experience for your peers?

Concluding with my utmost endorsement, the course was exceptional in every facet. From a professional standpoint, the high-caliber presentations and up-to-date content were impressive. The practical exercises and case study methodology brought a high level of engagement and inspiration for all participants. Witnessing the dedication of students working into the night on case solutions reaffirmed my confidence in the capabilities of the upcoming generations. Beyond the professional realm, the human connections forged during this course were invaluable and deeply enriching.

Ahead of the Curve: Fostering Industry-Relevant Talent at TecnoCampus

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Elisa Sayrol, Academic Director – Tecnocampus

This month we are launching our “Journeys in Learning” series, during which we will be interviewing key members of our community on topics that are near and dear to us. For this first issue, we have interviewed Elisa Sayrol, the Academic Director at Tecnocampus.

Challenges in Talent Acquisition

Q: In the process of enhancing TecnoCampus’s structure by seeking new talent, what are the most significant challenges you’ve encountered? How do you navigate the balance between technical skills and soft skills in potential candidates?”

At TecnoCampus University Center, we actively seek talented professionals with diverse backgrounds. On the one hand, for academic roles, we are in search of both full-time professors and part-time lecturers. The former engage in teaching and research as their primary activity, while the latter, with industry or non-university commitments, contribute on a part-time basis. On the other hand, we also recruit non-academic personnel to provide essential administrative and managerial support across our various processes.

When focusing on academic talent, a notable challenge arises in securing full-time professors with doctoral degrees, especially in specialized fields like nursing. Hiring academics with doctoral degrees in these areas can be challenging due to the high level of professionalism. To make careers at TecnoCampus appealing, we offer growth opportunities within the institution, aligning with the standards set by the Agency of University Quality of Catalonia (AQU Catalunya). This ensures that career progression is associated with high standards in teaching, research, and technology transfer. TecnoCampus is also attractive given that our institution has also a business park and we work to have our academics and our students, in some fields, to interact with the companies in the park.

For part-time lecturers working in industry and other institutions, we highly value their practical experience and effective communication skills. Consequently, the balance between technical expertise and soft skills differs for permanent and part-time positions. Permanent roles prioritize technical skills and technology transfer abilities, while part-time lecturers are assessed more on their soft skills and experience.

Nonetheless, we also prioritize soft skills for our full-time professors. During the hiring process, communication skills are crucial for effective teaching and knowledge transfer to students. To continually enhance these skills, we regularly offer courses for both full-time and part-time lecturers.

Currently, our lecturer distribution comprises less than 50% full-time and more than 50% part-time positions, which contrasts with our goal. However, this distribution ensures the availability of highly qualified lecturers for permanent positions, guaranteeing the quality of education provided at TecnoCampus.

Adapting to Diverse Academic Disciplines

Q2: TecnoCampus spans a wide array of disciplines, from health sciences to maritime business. How do you ensure that the talent acquisition strategy is adaptable and inclusive across such varied fields?

In our various fields, we prioritize the recruitment of academics and professionals who meet high standards. This is why we begin by hiring exceptionally talented individuals who, in turn, attract others of similar competence. Our experience has shown that highly skilled individuals are not only proactive but also inspire younger talented lecturers to collaborate. Simultaneously, this virtual circle, often initiated through research activities, has a positive impact on teaching. Effective teaching draws in excellent students, and satisfied alumni become an asset that ultimately benefits the institution.

For instance, we initiated, some time ago, bachelor’s and master’s degrees in logistics and maritime business because of a talented professor in this area. This professor engaged in research, maintained connections with the industry, and attracted both full-time and part-time lecturers. This virtuous circle continues to draw numerous students each year, even in such a specialized field.

Incorporating Industry Trends into Talent Development

Q3: Given the rapid evolution of many sectors represented at TecnoCampus, how do you stay ahead in terms of developing talent that meets the current and future needs of these industries?

Being in touch with industry and field institutions on one side and being aware of advances in research on the other side, is crucial for educational institutions. Additionally, the balance between full-time and part-time lecturers is very important. It is crucial to promote activities that encourage collaboration between these two profiles, from organizing open seminars to working on joint project proposals or even engaging in joint ventures.

Vision for Future Educational Models

Q4: How do you envision the evolution of educational models in response to the changing landscape of the job market and the increasing importance of interdisciplinary skills?

TecnoCampus has recently defined a new educational model for the coming years, based on three primary goals:

  1. Excellence in the teaching-learning process
  2. Transmitting values to our students to cultivate socially responsible individuals, committed to their environment, and prepared for their professional future
  3. Working towards a robust institution with common goals and seeking synergies among our fields.

The educational plan also incorporates seven soft skills that all our students across different degrees must develop from their first year to the last. To achieve these goals and the acquisition of skills, we have outlined seven specific objectives. Some of these objectives focus on the methodology and providing support to engage students in the learning process. Others aim to promote entrepreneurship, define initiatives across various fields, enhance interdisciplinary skills, encourage internationalization, foster connections with companies and institutions, and expose students to the research conducted by our professors.

In summary, this educational framework is designed to thoroughly prepare our graduates with profound knowledge, instilled values, and the ability to learn how to learn in an uncertain future.

Personal Takeaways from the MOST Course

Q5: Based on your experience with the MOST course by Escola Europea, could you share any key insights or lessons you’ve acquired and how these might be applied to enhance talent management and educational leadership strategies at TecnoCampus?

The MOST course is an incredible experience for our students. It develops certain skills in four days, which usually take more time to accomplish within a classroom. It enhances entrepreneurial, communication, and collaborative skills, immersing students in the challenges that the sector faces by solving a realistic case. Furthermore, it provides an international perspective that students often perceive as distant.

I would like many of our teachers who are in the logistics bachelor’s and master’s degrees, and certainly in other fields as well, to experience the MOST course. Some of the reasons would be to undergo realistic, collaborative, and challenge-based learning, and to get to know their students better to subsequently enhance their motivation throughout their studies. I also believe that professors in other fields would find ideas for interdisciplinary activities.

Another lesson learned is that this experience could be expanded to other fields at TecnoCampus. Find an activity that brings students and professors together for a short period, without internet connection, to truly interact and encourage them to apply their knowledge and abilities.

I strongly believe that the methodology of the MOST course, provided by Escola Europea, is a valuable educational practice.

Artificial Intelligence

Artificial Intelligence is here to stay – but at what cost?

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Eduard Rodés - Director of the Escola Europea Intermodal Transport

Written by: Eduard Rodés, director of the Escola Europea – Intermodal Transport

In January one evening I sat down to experiment with the new tools that have been receiving a lot of industry hype recently – the AI chatbots that seemed to revolutionise the field of automation and digital assistance. I went into Chat GPT and asked it to “write a 1000-word article on artificial intelligence and logistics”.

This was the result:

“Artificial intelligence (AI) has the potential to revolutionize the field of logistics and supply chain management. By using machine learning algorithms and predictive analytics, AI can help logistics companies optimize their operations, reduce costs, and improve efficiency.

One of the main benefits of AI in logistics is the ability to automate and streamline processes. For example, AI can be used to optimize routes for delivery trucks, predict demand for certain products, and identify bottlenecks in the supply chain. This can help logistics companies reduce their operating costs and improve customer satisfaction by providing faster and more reliable delivery times.

Another area where AI can be useful in logistics is in the management of inventory. By analyzing sales data and customer demand, AI algorithms can help logistics companies forecast future demand and adjust their inventory levels accordingly. This can help reduce the risk of overstocking or running out of stock, which can have a significant impact on a company’s bottom line.

In addition to automating and optimizing processes, AI can also be used to improve the accuracy and speed of decision-making in logistics. For example, AI algorithms can be used to analyze large amounts of data and identify trends or patterns that might not be immediately obvious to human analysts. This can help logistics companies make more informed decisions about where to allocate resources, what products to stock, and how to respond to changes in the market.

AI can also be used to improve the efficiency of logistics operations by reducing the need for manual labor. For example, self-driving trucks and drones can be used to transport goods, freeing up human workers to focus on more complex tasks. This can help logistics companies reduce labor costs and improve productivity. Despite the many potential benefits of AI in logistics, there are also some challenges to consider. One concern is the potential for job displacement as more tasks are automated. Logistics companies will need to carefully consider how to retrain and reallocate their workforce to ensure that workers are not left behind as AI becomes more prevalent.

In conclusion, AI has the potential to revolutionize logistics and supply chain management by automating and streamlining processes, optimizing inventory levels, improving decision-making, and reducing the need for manual labor. However, there are some challenges that must be addressed in order to ensure that AI is used responsibly.”

 

I was left dumbstruck. I then wanted to test this further and accessed deepai.org/art. I asked the screen to create an image for me with the Word “logistics”, and low and behold – I was given a new image:

Technology has been advancing at an incremental rate since the late 80s, early 90s. Long gone are the days when you had to call an operator to connect you to another person. It also appears that the days of “assistants” will also soon be behind us. Artificial Intelligence is improving our productivity, changing the way we carry out daily tasks and work. But at what cost?

What is ChatCPT?

ChatGPT is a language model developed by OpenAI. In essense it’s an artificial intelligence chatbot, which launched in November 2022. It is built on top of OpenAI’s GPT-3 family of large language models and has been fine-tuned (an approach to transfer learning) using both supervised and reinforcement learning techniques.

The technology has the potential to revolutionize the way we communicate with machines and each other. Its implications on our future are vast, and its potential uses are only beginning to be explored. From business to education, healthcare to entertainment, ChatGPT has the potential to transform our world in profound ways.

One of the most significant implications of ChatGPT is its ability to enhance communication. With its advanced natural language processing capabilities, ChatGPT can interpret and respond to text in a way that is almost indistinguishable from human communication. This means that it has the potential to provide personalized customer service, support in education and training, and even therapy.

  • The system can also process vast amounts of data, which makes it a powerful tool for businesses. With its help, companies can analyze customer feedback, identify patterns in consumer behaviour, and improve their products and services accordingly. ChatGPT can also be used to streamline internal communication, automate repetitive tasks, and provide insights for decision-making.
  • In healthcare, ChatGPT can help patients receive more personalized care. By analysing patient data and medical history, ChatGPT can assist doctors and nurses in making more informed decisions about diagnosis and treatment. It can also be used to provide patients with support and education, helping them to manage their conditions and improve their overall health.
  • In education, ChatGPT has the potential to revolutionize the way we learn. It can provide personalized support and feedback to students, help teachers to create more engaging and effective lesson plans, and even automate grading and assessment. ChatGPT can also provide access to educational resources to people in remote or underprivileged areas, helping to bridge the digital divide.

Is it all good?

While ChatGPT has many potential benefits, there are also several risks and challenges that need to be addressed. Here are some of the most significant concerns:

  1. Bias: Like any artificial intelligence system, ChatGPT can be influenced by biases in the data it is trained on. This means that if the data reflects discriminatory or unfair practices, the system could perpetuate those biases. This is especially concerning when it comes to sensitive topics like healthcare or criminal justice, where biased decision-making could have serious consequences.
  2. Misinformation: ChatGPT can be used to create convincing fake news or propaganda, which can be spread quickly and widely through social media. This is a concern because misinformation can have serious real-world consequences, such as influencing political outcomes or causing panic during a public health crisis.
  3. Privacy: ChatGPT requires access to large amounts of data to work effectively, which can raise concerns about privacy. If sensitive personal information is stored and processed by ChatGPT, there is a risk that it could be accessed by hackers or other malicious actors.
  4. Dependence: As ChatGPT becomes more ubiquitous, there is a risk that people will become overly reliant on it for decision-making and problem-solving. This could lead to a loss of critical thinking skills and creativity, which are important for innovation and progress.
  5. Regulation: There are currently few regulations in place to govern the use of artificial intelligence systems like ChatGPT. This means that there is a risk that these systems could be used in unethical or harmful ways without consequences.

To address these risks and challenges, it is essential to continue developing ethical guidelines and safeguards to ensure that ChatGPT is used in responsible and beneficial ways. This includes ensuring that the data used to train ChatGPT is diverse and free from bias, and that users are educated on the limitations and potential biases of the system. Additionally, regulations should be put in place to ensure that ChatGPT is used ethically and transparently, and that privacy concerns are addressed. By doing so, we can maximize the potential benefits of ChatGPT while minimizing the risks.

Final thoughts

There is no doubt that ChatGPT has the potential to transform many aspects of our lives, from communication and business to healthcare and education. Its implications for our future are vast, and its potential uses are only beginning to be explored. As with any technology, it is important to continue to develop ethical guidelines and safeguards to ensure that ChatGPT is used in responsible and beneficial ways. The future is exciting, and ChatGPT looks to be a part of it.

Talent is our organisation’s main asset

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The world of employment has always seemed daunting to young people. Having completed either higher education or specialised training programmes, young people frequently lacked the technical know-how that was expected of them from the get-go. Traditional educational models haven’t focused on practical experiences to prepare the youth for the challenges of the future. Nevertheless they have always represented talent – a sea full of potential for companies to seek new talent from. In recent years, and in particular following the technological advancements of the 21st century and the shifting employment environment after the Covid-19 pandemic hit, employers now began to focus on seeking true potential from new employees – and have begun to value life experiences and other soft skills over technical experiences that mattered so much more in the past – changing the aspects of their employability. As the Escola has been focusing on improving the employability of youth in recent years, in particular in light of the YEP MED project, we wanted to understand the approaches used by companies to source their talents.

In the following article, José del Moral from the Barcelona Talent Logistics company, talks about the evolving approaches of companies seeking new employees.

José del Moral

Written by José del Moral, CEO, Barcelona Talent Logistics

“Talent is our organisation’s main asset”. Apart from an absolute truth, this is one of the most recurring statements in the speeches of CEOs and business leaders when addressing employees in the frame of meetings and events’ celebrations.

However, how does the activity look like when it comes to Talent Acquisition and Management in the Logistics industry? Thorough studies on this subject, platforms like Glassdoor and several public/private institutions in the EMEA (Europe, Middle East and Africa) region seem to agree on certain trends and scenarios:

  • The average time from the moment a white collar vacancy opens up until new talent is in place is around 90 days.
  • Staff turnover in the first 3 months from start date is nearly 22%.
  • Regarding the level of satisfaction with their role, survey metrics show a range between 60-70% of detractors/neutrals out of all employees in the sample, 3 months after joining.

The above, along with massive other data and indicators, reflects an immense cost in terms of productivity, work environment, staff turnover/burnout and employee’s lack of trust, while the financial impact for the organisation is ultimately enormous.

“Talent is our organisation’s main asset” should not be just a declaration of will, but serve as the kick-off for a well-developed plan to acquire and nurture talent to the highest level according to the business needs. No excuses, no appeals. Logistics enterprises need to further develop their vision towards this subject and make a commitment to upgrade their levels of professionalism so as to improve competitiveness in the market.

Making logistics enterprises increases their competitiveness, by upgrading their acquisition and management of talent. This is the exact goal companies like Barcelona Talent Logistics focus on, while delivering excellence in 5 key stages along the way:

  1. Talent Needs Analysis: This is where one of the main problems usually lies. The lack of in-depth understanding regarding the exact need that the business requires makes the purpose of acquiring the right talent unfeasible. A clear insight into the role, its requirements, work environment, organisational culture, reporting lines, department’s structure or company’s concept must be the base line for each single process to acquire talent.
  2. Talent Mapping and Segmentation: This activity should always be conducted before the need to do so comes up. A proper identification of all potential candidates for a particular role is a work to be done upfront, not to delay the process for the acquisition of talent later on. A thorough knowledge of the logistics talent community and powerful software for talent segmentation and lead nurturing is crucial for the success of the strategy in Talent Acquisition.
  3. Candidate Assessment: Behavioural patterns are far better predictors of future performance than any other indicators in most of the roles in logistics. However, are we assessing behaviours properly, along with traits, qualities, hard skills, cognitive capabilities, expectations, motivations, financial needs,…? Once again, a great part of this activity must be performed before the need for new talent, to avoid losing efficiency afterwards throughout the process. Additionally, technology and artificial intelligence need to be applied within this stage, as we will need massive amounts of data to be exchanged with leads and candidates, all the while avoiding setting time-consuming tasks for them.
  4. Decision-Making Process: hiring managers and business leaders are the ones to decide what exact talent will be hired for a particular role. However, decisions made in this stage may lead to losses/profits in dozens of thousands of euros. Therefore, this is actually the stage where Talent Acquisition experts must provide valuable and structured information to the business more clearly, so as to maximize the chances of making the right choice.
  5. Appraisal and Performance Management: certainly, acquiring the right talent, at the right moment, in the right place is a great advantage to make the business succeed. However, employees life-cycle is influenced by a wide range of factors, which need to be assessed on a regular basis by experts in talent management. Thus, managers will have access to up-to-date data and thorough analyses concerning the talent under their scope, for them to lead their teams appropriately and create, consequently, a positive impact on the financial performance of the business.

 Logistics is one of the most added value activities across companies, thus it must be left to logistics experts. Talent, on the other hand, is the most valuable asset in any company, and thus its sourcing must be brought to talent acquisition experts.

José del Moral

Chief Executive Officer

Barcelona Talent Logistics