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- Creators: Department of Information Systems
- Creators: Meyer, Laura Grace
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.
Being prepared to respond to difficult situations that arise in public health practice is an essential skill for the public health workforce.This empathic responding guide was designed to train students, volunteers, and staff of the ASU COVID-19 Case Investigation Team. The guide provides an overview of empathic communication, walks through a framework for responding with empathy, and outlines common difficult situations that arise in public health along with ways to respond with empathy to these situations. This guide can be adapted to a wide variety of settings and is meant to be used as a training tool for public health case investigators and other staff. This guide, available in a full and an abridged version, can be paired with hands-on workshops to provide engaging continuing education opportunities for public health teams.
This communication guide outlines examples of specific situations that are difficult to respond to, and pairs them with examples of how to respond with empathy. This guide depicts these difficult case statements as rows with bold, italic text. Beneath each scenario is an example of an empathic response (underlined) that can lead to a factual response or survey prompt (Figure 1). The responses use empathic communication to show the case that you are witnessing the emotion, rather than moving to the survey without acknowledging emotion. There is no one right answer to any difficult case statement.
Being prepared to respond to difficult situations that arise in public health practice is an essential skill for the public health workforce.This empathic responding guide was designed to train students, volunteers, and staff of the ASU COVID-19 Case Investigation Team. The guide provides an overview of empathic communication, walks through a framework for responding with empathy, and outlines common difficult situations that arise in public health along with ways to respond with empathy to these situations. This guide can be adapted to a wide variety of settings and is meant to be used as a training tool for public health case investigators and other staff. This guide can be paired with hands-on workshops to provide engaging continuing education opportunities for public health teams.