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- Creators: Department of Information Systems
This thesis looks at the digitalization process holistically. It recognizes that for a digitalization initiative to be successful, it takes input from multiple departments and experts from diverse backgrounds. This paper will be evaluating the interconnectivity needed between the supply chain and human resources departments to spearhead the creation of a digitalization team. Both sectors must have a firm understanding of the other’s needs, in order to acquire, train, and maintain people who will have the necessary hard and soft skills to develop the digital processes. After conducting extensive research around hiring and training, the researchers identified several best practices that companies can utilize to build a successful digital logistics team. Regarding hiring, companies can improve their current practices by collaborating with universities to create synergy between enterprise needs and college curriculum, as well as utilizing talent acquisition data analytics. They must also employ targeted recruiting strategies to attract high-quality talent and create explicit and attractive job postings. In addition to hiring, companies must also continuously improve their training initiatives to ensure their team’s success. In order to do so, firms should conduct training needs analysis, personalize training using technology, offer non-traditional learning modalities, provide holistic supply chain training, and create a learning culture.
This thesis looks at the digitalization process holistically. It recognizes that for a digitalization initiative to be successful, it takes input from multiple departments and experts from diverse backgrounds. This paper will be evaluating the interconnectivity needed between the supply chain and human resources departments to spearhead the creation of a digitalization team. Both sectors must have a firm understanding of the other’s needs, in order to acquire, train, and maintain people who will have the necessary hard and soft skills to develop the digital processes. After conducting extensive research around hiring and training, the researchers identified several best practices that companies can utilize to build a successful digital logistics team. Regarding hiring, companies can improve their current practices by collaborating with universities to create synergy between enterprise needs and college curriculum, as well as utilizing talent acquisition data analytics. They must also employ targeted recruiting strategies to attract high-quality talent and create explicit and attractive job postings. In addition to hiring, companies must also continuously improve their training initiatives to ensure their team’s success. In order to do so, firms should conduct training needs analysis, personalize training using technology, offer non-traditional learning modalities, provide holistic supply chain training, and create a learning culture.
COVID-19 has proved that our society can be adaptable in the most unexpected situations. Chaos and fear struck the nation causing people to react in a variety of ways in an attempt to protect their own self interests. The retail space has had to adjust in large scales, making the shopping experience safer both for the customer and the employees. I was able to experience this first hand at Target, working there many years previous to and during the pandemic, getting to see the shift in consumer patterns. I noticed customers would purchase more products in one department, then the next month it would shift to another department. This paper will analyze those shifts in sales trends both departmentaly and within shopping methods at Target to help identify the largest changes and the possible reasons behind these.
Chandler Unified School District (CUSD), a large school system in Arizona that serves 45,000 students from preschool through high school, has been unable to escape similar structural and frictional inequities within its schools. One instance of a racially charged student performance at Santan Middle School motivated CUSD to take a more immediate look at equity in the district. It is during this response that our team of New Venture Group consultants engaged with Matt Strom, Assistant Superintendent of CUSD, in analyzing the important question of “how CUSD can take steps towards closing equity gaps within the district?”
CUSD defines an equity gap as any difference in student opportunity, achievement, discipline, attendance, etc. contributable to a student’s ethnicity, gender, or socioeconomic status. Currently, certain student populations in CUSD perform vastly different academically and receive different opportunities within schools, but as was our problem statement, CUSD is aiming to reduce (and eventually close) these gaps.
Our team approached this problem in three phases: (1) diagnosis, (2) solution creation, and (3) prevention. In phase one, we created a dashboard to help principals easily and visually identify gaps by toggling parameters on the dashboard. Phase two focused on the generation of recommendations for closing gaps. To achieve this goal, a knowledge of successful gap-closing strategies will be paired with the dashboard. In our final phase, the team of consultants created a principal scorecard to ensure equity remains a priority for principals.