Talent Strategy of Freight Forwarders: From Operational Execution to Supply Chain Experts

Under the background of intelligent transformation in the industry, the talent structure of freight forwarding enterprises is upgrading from 'operational' to 'composite'. The 'Talent Pyramid Plan' implemented by a certain enterprise includes four major modules:

Empowering grassroots employees: Through VR simulation of customs declaration system, the training cycle for new employees has been shortened from 3 months to 1 month, and the accuracy of operations has been improved to 99%;

Transformation of Middle Level Managers: Collaborating with MIT to offer the 'Digitalization of Supply Chain' course, cultivating 'T-shaped talents' who understand both logistics and technology. Among the 20 managers promoted in 2024, 15 have experience in cross departmental projects;

Executive strategic vision: Regularly organize 'Global Supply Chain Summits' and invite McKinsey and WTO experts to share trends, such as laying out the 'RCEP Regional Supply Chain' in advance at the 2024 summit to help clients increase their market share in Southeast Asia from 18% to 25%;

Campus recruitment innovation: Establishing 'order classes' with Shanghai Maritime University and Rotterdam University in the Netherlands, students need to complete a 6-month corporate internship before graduation. Among the 50 fresh graduates admitted in 2024, 45 have a retention rate of over 3 years.