Home' MHD Supply Chain Solutions : MHD Nov-Dec 2015 Contents MHD SUPPLY CHAIN SOLUTIONS --- NOVEMBER / DECEMBER 2015 57
2015 HAS BEEN an interesting and challenging
time for many Australian companies operat-
ing in the domestic and international supply
chains. The depreciation of the Australian
dollar, port strikes on the US West Coast and
slow-downs in many markets have created
pressure. So, too, the relentless price increases
on parcels by Australia Post, (over 60% since
2008) have created issues for many small/
medium businesses, as couriers who are sig-
nificantly cheaper have the ability to match
increases. Then there are price pressures
flowing on to general freight, which impacts
everyone. Australia Post blamed diesel prices,
but according to the Australian Institute of
Petroleum, the national average cost of diesel
in Australia is 34.6 cents per litre cheaper in
September 2015 than the average national
price in 2008.
Now Australia Post wants to increase
letter pricing to $1, a 100% increase since
2007. You have to wonder why they are
doing this to Australian consumers and
businesses who are trying to compete,
employ people and grow. Surely there are
productivity improvements, better post
office merchandising and better servicing
of customers they can deploy first without
impacting Australia's competitiveness. The
SCLAA has made representations to the ACCC
and Productivity Commission on Australia Post,
with detailed analysis of the price increases
and comparisons to couriers.
There are some interesting developments in
automated carts for e-commerce picking that
are in the advanced stages of becoming a
reality. Work is taking place in India, with a
product called ACDC -- autonomous carts for
distribution centres - that can shuttle loads
between predefined locations or be integrat-
ed with a WMS for multi order picking and
put-away. These type of units save time and
increase productivity, and potentially result in
fewer picking mistakes.
The SCLAA has had a great year following
the demise of the other industry association.
We have greatly increased membership and
national partners and formed strategic partner-
ships, which will benefit members. We have
also generated a healthy surplus for the year,
and repaid funds we had been borrowing from
some of the SCLAA state divisions over the
We are all volunteers at the SCLAA and we
would appreciate an injection of fresh ideas
across the country, so please put your hand
up to join your local state division's committee.
Great for your career exposure as well!
Wishing you a Merry Christmas and a Happy
SCLAA National Chairman
MANY OF THE people we interact with at
Selection Partners are seeking new employ-
ment opportunities. Typically, we meet either in
response to an advertised role we have placed,
or for career transition coaching. Regardless
of the manner in which we meet, it's import-
ant that the person is ready to leave their
current employer and are committed to making
If you are considering a career move, ensure
you have covered off all of the following before
seeking an alternative employer:
First, explore options internally. If you are
feeling dissatisfied with your role, whether
that is too much travel, not enough travel, too
repetitive, too much change, not enough chal-
lenge, too much challenge, etc. - whatever the
reason, have a conversation with someone who
can change your role. This may be obvious to
many, but believe me, we meet people who,
if they had had an honest conversation with
their senior manager or with HR, could have
been offered another option rather than having
to resign. Have a look within your organisation
and explore other roles or lateral moves -
broadening your skills looks good on your CV
and may provide the job satisfaction you seek.
If you enjoy the culture of your existing organ-
isation and feel you have more to give, looking
externally may not be the only option.
Second, redesign your role. If there are
no other roles internally, perhaps you could
redesign your existing role somewhat to include
activities that interest you more. For example,
maybe you can get involved in creating more
analytical reports for management, or helping
with social media, or redesign quality systems.
If you can show your current employer that you
can add more value by diversifying your role,
this initiative may be rewarded.
If you are working with people you don't like.
Take this as an opportunity to change your
behaviour to get a better outcome. All organisa-
tions employ people who could be considered
challenging, so maybe you could use this as
an opportunity to work on self-development
and how you are relating to others. You could
perhaps decide to reframe your thinking and
have some fun trying to approach these people
differently. It is possible to turn people around,
as people tend to respond to you according to
the way you treat them.
If you have explored all these options and
you are keen to move, the next step is to get a
clear picture on what you want in terms of:
• The role and opportunity you require.
• The type of organisation and industry by
which you are motivated.
• The culture and values of the organisation
that best suits you.
• The team and management style with which
you work best.
• The location.
• The salary.
• The value you can add to an employer.
Explore all job search options, including
recruiters, direct approaches and networking.
Create a plan and work to your plan.
Once you find your next role, remember why
you resigned if you are counter offered.
Danny Busija is a director of
HOW DO YOU KNOW WHEN IT
IS BEST TO LEAVE A JOB?
FROM THE SCLAA
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