How Can Companies Cope With Rising Labor Costs?
Summary
TLDR在这段视频中,Proxima的北美执行副总裁Kent Mahoney讨论了公司如何应对劳动力成本上升的问题。他指出,目前各行业普遍面临劳动力短缺,特别是低薪职业,这在很大程度上是由于联邦政府在疫情期间提供的援助和失业救济金的延长,使得许多家庭选择不工作而财务状况更好。Mahoney预测,随着这些福利的结束和安全担忧的减少,劳动力市场将会出现求职者的激增。他还提到,许多公司已经开始采取措施来应对劳动力短缺,包括提高最低工资、自动化和重新组织角色以减少所需员工数量。此外,他还讨论了供应链中的挑战,以及如何通过改进供应链管理和采购实践来缓解原材料、包装和运输成本上升的问题。最后,Mahoney强调了在疫情期间建立信任和保留人才的重要性,并认为目前的劳动力短缺是暂时的,随着政府援助的结束,人们将很快返回工作岗位。
Takeaways
- 📈 目前公司面临的主要问题是劳动力短缺和工资上涨,这在低薪职业中尤为明显。
- 💰 联邦援助和失业救济金的持续发放可能导致一些人选择不返回工作岗位,因为他们在不工作的情况下经济状况更好。
- 🔍 随着政府援助的结束,预计会有大量求职者进入就业市场。
- 🛠️ 一些公司已经开始采取措施应对劳动力短缺,包括自动化和重新组织内部角色,以减少所需员工数量。
- 🏢 零售业等行业的公司可能通过减少人工服务,推动自助服务来应对劳动力短缺。
- 💡 星巴克和Under Armour等公司通过提高最低工资来保持一定水平的服务,以维持其商品和服务的溢价。
- 🚚 供应链、仓库、履行和制造领域正面临不同的挑战,自动化趋势正在这些领域加速发展。
- 🤖 2021年第一季度工业机器人的销售同比增长了20%,用于对抗劳动力短缺的影响。
- 🌐 尽管有自动化的趋势,但国内供应链的脆弱性促使一些制造商考虑将生产重新迁回美国。
- 🛒 供应链管理和采购实践需要得到重视,以应对原材料、包装和运输成本的上升。
- 💼 公司在吸引和保留人才方面,除了提高工资外,还需要建立信任,例如在疫情期间避免过度裁员。
- 🔄 劳动力短缺和成本上涨被认为是暂时的,预计随着联邦援助的结束,人们将很快返回工作岗位。
Q & A
当前公司如何应对劳动力成本上升的问题?
-公司正在从多个角度应对这一问题,包括自动化、重新组织角色以减少所需人员数量,以及提高工资来吸引员工。
目前劳动力市场的总体趋势是什么?
-目前劳动力市场普遍存在劳动力短缺的问题,特别是在低薪职业领域。这种现象部分是由于联邦政府在疫情期间提供的援助和失业救济金的延长导致的。
联邦援助结束后,劳动力市场会发生什么变化?
-预计联邦援助结束后,会有大量求职者涌入就业市场,因为许多人可能会因为援助结束而选择返回工作岗位。
公司如何应对临时劳动力短缺的问题?
-一些公司已经开始采取措施来应对可能的临时劳动力短缺,包括自动化和重新组织工作流程,以减少对人力的依赖。
自动化在应对劳动力短缺中扮演了什么角色?
-自动化在应对劳动力短缺中起到了关键作用,特别是在物流、仓储和生产线等领域,通过机器人和数字技术来提高效率。
制造业如何应对劳动力短缺的问题?
-一些制造商将劳动力短缺视为一个机会,考虑将生产重新转移到美国,即所谓的“回流”。尽管这可能会受到劳动力短缺的短期阻碍,但长期来看,这可能会促使公司重新考虑其劳动力策略。
除了劳动力成本上升,还有哪些成本在上升?
-除了劳动力成本上升,原材料、包装和运输的成本也在上升,这对公司的供应链管理提出了新的挑战。
公司应如何降低供应链中的成本?
-公司需要将供应链管理和采购实践作为重点,寻找冗余的供应链,并开发更好的采购实践和流程,以管理成本。
除了提高工资,公司还应如何吸引和留住人才?
-公司应该建立信任,避免在疫情期间过度裁员,而是寻找其他减少运营成本的方法,这将有助于公司在市场恢复时吸引和保留人才。
目前劳动力市场的挑战是暂时的还是永久的?
-目前的劳动力市场挑战主要是暂时的,预计随着联邦援助计划的结束,人们将很快返回工作岗位。
Outlines
📈 劳动力短缺与工资上涨趋势
Kent Mahoney,Proxima北美执行副总裁,讨论了当前公司面临的劳动力短缺和工资上涨问题。他指出,由于联邦援助和失业救济金的持续发放,许多低收入职业出现了劳动力短缺,因为许多家庭选择不工作而财务状况更好。他认为,一旦这些援助结束,人们将重新回到工作岗位,并且对安全措施的担忧减少将促进就业市场的复苏。然而,一些公司已经开始采取措施应对劳动力短缺,包括自动化和重新组织角色以减少所需员工数量。
🛠️ 应对劳动力短缺的策略
Kent Mahoney继续讨论了公司如何应对劳动力短缺问题。一些公司通过提高最低工资来吸引员工,例如星巴克和Under Armour。他还提到了供应链、仓库、履行、运输和生产线面临的挑战,以及自动化和机器人技术在这些领域的应用。此外,他指出,尽管自动化和机器人技术正在增加,但仍然需要一定数量的工人。关于国内供应链的脆弱性,一些制造商正在考虑将生产重新转移到美国,尽管这可能会受到劳动力短缺的影响。最后,Mahoney强调了供应链管理和采购实践的重要性,以及公司如何通过建立更好的实践和流程来减轻通货膨胀压力。
Mindmap
Keywords
💡劳动力成本上升
💡劳动可用性
💡自动化
💡供应链
💡最低工资
💡弹性需求
💡联邦援助
💡工业机器人
💡重新安排工作岗位
💡信任因素
Highlights
公司如何应对劳动力成本上升的问题
Kent Mahoney,Proxima北美执行副总裁,讨论当前劳动可用性和工资率的趋势
劳动力短缺现象普遍存在于不同行业,尤其是低薪职业
联邦援助和失业救济金的持续提供可能导致人们选择不返回工作岗位
预计联邦援助结束后,劳动力市场将出现求职者激增
公司采取措施应对劳动力短缺,可能在人们返回工作时减少工作岗位
公司采取不同策略应对劳动力短缺,如自动化和组织重组
某些行业对客户服务的需求具有不可弹性,例如大型零售商店
星巴克和Under Armour提高最低工资以维持服务水平和产品定价
供应链、仓储、履行、运输和生产线面临的挑战
市场趋势显示自动化和机器人技术在应对劳动力短缺中的作用
国内供应链的脆弱性促使制造商考虑将生产线迁回美国
自动化和机器人技术的增长可能减缓,需要人工劳动力
原材料、包装和运输成本上升,公司需优化供应链管理
公司应专注于建立冗余供应链和改进采购实践
公司通过提高工资吸引员工,但信任因素也很重要
公司在疫情期间裁员可能影响其吸引和保留人才的能力
劳动力短缺是暂时现象,预计联邦援助结束后将恢复正常
Transcripts
[Music]
how can companies cope with rising labor
costs
i'm joined today by kent mahoney he's
executive vice president of north
america with proxima
hi kent hi bob pleasure to be here
thanks for joining me
so this is a big issue for companies of
all sorts these days what is the trend
right now that you see
in general labor availability and wage
rates yeah so i think we're seeing uh
companies really approach this from a
few different angles in general we're
seeing
a shortage of labor across different
sectors
particularly when you start looking at
the some of the lower paid professions
that are out there
a lot of this in in our view is being
driven by
um by the continued provision of federal
assistance throughout the cove and the
extension of unemployment benefits
uh that are in many cases just making it
the logical conclusion to not return to
work because
families are financially better off in
not choosing to do so
and so we're seeing this lead to a
significant shortage in labor
across sector well those are going to
run out and when they do
would you expect a flood of of
applicants in the job market
i i absolutely think that's correct i
think as well as people start to
overcome
uh some of their concerns about certain
safety practices that may be available
once they return to work
as well you'll see that contribute to
the surge of of interest and jobs again
but what's interesting to me is there
are so many companies that have already
quite correctly started to take measures
to counteract even a temporary trend and
labor shortage
that may result in there not being quite
so many jobs once people are looking to
return to the workforce
oh so their expectations are well we're
ready to go back to work now and they
show up at these businesses and the
businesses are saying sorry guys we uh
have already made a other other
arrangements right
so preparing for a lack of workers and
and
what kind of arrangements might those be
might they be
automation might they be reorganization
of roles within the organization so that
you need fewer people to get the same
work done
what exactly what might we be looking at
there it's quite interesting
you see all different ranges of tactics
for dealing with this issue
um and it all falls into what sort of a
company is and how they deal with their
customer base
you have certain uh certain industries
and and companies that are frankly have
what i would call customer service
inelastic demand for their goods and
services
so we're all familiar with price and
elasticity but there are there are
certain companies where the level of
customer service they provide is not
directly tied to the demand for their
goods and services
a great example of that would be some of
the big box retail stores
and you've probably experienced this as
i have you go in and
you're looking to buy low-cost goods and
you might only see two out of 15
different cash registers being staffed
right now
and trying to funnel folks to
self-service instead but
it's not going to keep me from going
there again next week to buy groceries
because i got a family of six and it's
the cheapest place to acquire that
yeah so i'm not turned off by a long
wait in line
there are other organizations that are
seeing that even a temporary decline in
customer service is going to have a
significant impact on demand and thus
their ability to capture that revenue
and so they have already made moves to
increase the minimum wage
uh some examples of that would be
starbucks under armour is another great
example of that where they've increased
their base wage
for their lowest paid employees because
they have to keep up with a certain
level of service
to continue to continue to justify in
some cases a premium on their pricing
for their goods and services
you're talking here a lot about a lot of
customer facing positions but what about
behind the scenes at the supply chain
what about warehouse
fulfillment transportation and for that
matter the manufacturing line what are
the challenges there
so there's that's a fundamentally
different trend that brings me to the
third type of company right
which is those that are already
proactively moving to counter even a
temporary labor shortage
and what we're seeing in that market is
definitely a trend towards further
automation
and that's both on a physical labor
automation as well as an
office worker automation perspective at
this stage
so everyone is continually trying to
push the boundaries of what sort of
activities and processes can be
addressed through robotics process
automation and digital opportunities
as well as physical automation
opportunities and warehousing and
distribution
there is something like a 20 increase in
q1 of this year year over year
in sales of uh industrial robots and
that's an increase that we've not seen
in a couple of years
and that's really being used to try to
counter some of these effects
increase in robotics and automation
notwithstanding we still need
bodies in plants to a certain extent i'm
wondering whether
all this talk about the vulnerability of
domestic supply chains has manufacturers
thinking at least and maybe in some
cases acting about reshoring coming back
to the united states and building up
building plants and reopening plants
here are they going to have
will that will those efforts be hampered
or hindered by the lack of availability
of
do workforce need to agree uh it's
interesting it's one of those things
where
it's a short-term hindrance but
long-term it's kind of forcing companies
to start thinking about that
um you know we are seeing some
manufacturers turn to this as an
opportunity to to be able to say it's
made in america again right
and um almost similar to what we've seen
long-term
uh trends in the bpo market where
companies used to offshore
uh as much of their back office
processes as possible to places like
bangalore and manila
they've really used uh software
automation opportunities to bring that
workforce back in house and get the same
productivity and cost efficiencies
uh but just with a smaller uh internal
team basically we're seeing the same
sort of thing happen with warehousing
and distribution
i think we're going to start seeing the
um the start of a trend where it's
moving
that labor workforce back on shore into
america
um but it's going to be a smaller size
team than what we've seen in times past
and there and you do seem to be somewhat
optimistic that
as we say as the payments as the
government payments go away
the people will be wanting to we'll be
looking for jobs and so
to the extent they're needed at all in
warehouses and in factories and the like
the supply you think will be there yeah
absolutely and i think
as with any emerging technology there's
kind of we're still at that wild
optimism phase
around a lot of this and you'll probably
see a slower ramp up to automation than
perhaps many will predict so
you will need those people when they
return to the world now labor is not the
only cost going up right now we have
rising costs of raw materials packaging
and shipping
what might what can executives do in
order to mitigate the potential
disruptions and the increased costs from
those
aspects of the supply chain
you really have to get your supply chain
management and procurement practices
into sharp focus i think what we've seen
is
the companies have been focused quite a
bit on um
on optimizing some of their direct
expenditures but not necessarily the
entirety of the supply chain
they haven't been very much focused on
finding uh redundant supply chains where
they need it
and because of this they haven't built
out or developed their uh their
procurement practices as much as they
ought to in some cases
and so what we're seeing now is that's
all well and good in a deflationary
environment
where it's easy to get cost reduction
measures in place but now that we're
very much in an
inflationary market it's going to become
much more critical that companies draft
to find those sorts of capabilities and
skill sets
bring them on board in the form of
employees in the form of better
practices and processes and governance
models so they can manage those costs
i don't know that it will ever be easy
over the next year or so
to drive hard dollar cost reduction but
you've got to get the measures in place
to at least mitigate the impact of
inflationary pressures as much as
possible
well there we are back again to some
aspect of labor as well
so i want to bring you back around to
that discussion again and then ask you
in addition as you said well certainly
companies are offering more money
in certain sectors to attract employees
back to the workplace but
beyond that what advice do you have or
what company should what should
companies be doing to attract and retain
talent
beyond just jacking up wages
yeah i think it's that there's a little
bit of a trust factor that goes into
this right
and there are some companies where when
the pandemic hit the first move they
made was to cut head count as fast as
humanly possible
and i understand that because in many
ways it's the easiest fastest way to
to reduce operating expense however i
think what we're going to see is the
companies that took
a little bit more care with that and
found other opportunities than just
simply head count reduction
are going to have much better trust in
the market be able to retain
and attract the new talent better than
those that just went full
full note on the uh the head count
reduction measure
and you know any impacts we're talking
about here do you believe that they are
to some degree permanent
uh or is this just a temporary situation
that we need to work our way out of
i think it's very much temporary i think
um
involved in a lot of activity and
companies are making the correct news
uh to try and automate more of their
process or their
distribution but it's um it is very much
temporary i believe it's being driven by
the federal assistance program and we'll
see a return to work quite
quite soon yeah some excellent insights
kent mahoney
of proxima thank you very much for
sharing them with us helping us to
understand
what businesses are undergoing right now
in terms of rising costs and how they
can cope with them
thank you very much for being with me
today really appreciate it thanks bob
appreciate it
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