Lone Star Healthy Talent Transformation Case Study Solution

Lone Star Healthy Talent Transformation Case Study

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Lone Star Healthy Talent Transformation Case Study

Walgreens has served its pharmacy customers for over 100 years in its 13,000 worldwide retail stores at “the corner of happy and healthy.” The company is facing major changes in its core business model due to technology innovations and changing customer shopping preferences. Many trans-actions that once took place in a retail outlet now occur

online. The focus has shifted to putting the customer at the heart of everything. Data and analytics are used to forecast demand for a wide range of products, and then supply chain professionals work backward to determine how to obtain the goods that customers will want. The transition to a customer-driven supply chain

approach requires Walgreens to become more analytical and agile. This is placing greater pressure on the HR function to recruit and retain the necessary talent. Distribution center managers today need not only strong operational skills but also the capability of working collaboratively across functions. Prior to the digital revolution, distribution centers

ran two shifts Monday through Friday to support store demand. In today’s environment, those centers are now operating 24/7 with line employees working in a lean team-based environment that is focused on continuous improvement. Gen-earl managers and team leaders now work variable shifts so that they can connect with all team members from

time to time. Working off-shifts and unpredictable schedules creates recruiting difficulties for the company. Further, experts in supply chain favor living in urban centers rather than remote locations outside of the city. One of the ways that Walgreens HR staff addressed

Lone Star Healthy Talent Transformation Case Study

these staffing issues was to identify colleges whose graduates tended to take jobs in operations rather than corporate supply chain functions. They increased their presence on campus to ensure that students would identify appropriate

supply chain operations jobs at Walgreens. Another key element to their staffing plan involved an internship pro-gram. Recruiters targeted colleges and universities located near each of the company’s nine distribution centers. They paid visits to each campus, connected with instructors in the supply chain programs, and promoted internship

opportunities that would provide meaningful, relevant work to students. In its first year, the company hired 27 interns who were assigned a continuous improvement project. Another emphasis in Walgreens talent management

Lone Star Healthy Talent Transformation Case Study

efforts are to identify individuals with analytical and plan-Ning skills to ensure that in-demand products are always in stock and available to customers. Supply chain professionals use sophistical software solutions and synthesize information from a variety of sources to make important inventory decisions. This segment of the company is look-Ing for

connections to universities that specialize in supply chain analytics. Current employees who graduated from those schools play an integral role in career fairs and link-Ing up with student clubs and organizations in the field of supply chain. Finally, Walgreens is working to enhance its reputation in the professional community. An evening event held at

the Chicago-based Walgreens University showcased the company’s supply chain programs to individuals already working in the profession. Curriculum at the corporate university includes many courses on the tactical, strategic, and leadership skills needed in the new world of supply chain demands. All of the elements of Walgreen’s talent

management approach are aimed at finding and growing the talent needed to become a best-in-class supply chain organization.70

Lone Star Healthy Talent Transformation Case Study

1. what are other ways that Walgreens can improve its image as a leader in supply chain considering it is competing with companies like Amazon? how can Walgreens differentiate itself to become attractive too hard to find supply chain experts?
2. what additional development would be important to retain supply chain interns and professionals who join th

Lone Star Healthy Talent Transformation Case Study

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Average Score 50-85%	40-38 points More depth/detail for the background and significance is needed, or the research detail is not clear. No search history information is provided.		83-76  points Review of relevant theoretical literature is evident, but there is little integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are included. Summary of information presented is included. Conclusion may not contain a biblical integration.			52-49  points Content is somewhat organized, but no structure is apparent. The use of font, color, graphics, effects, etc. is occasionally detracting to the presentation content. Length requirements may not be met.
Poor Quality 0-45%	37-1 points The background and/or significance are missing. No search history information is provided.		75-1 points Review of relevant theoretical literature is evident, but there is no integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are not included in the summary of information presented. Conclusion does not contain a biblical integration.			48-1 points There is no clear or logical organizational structure. No logical sequence is apparent. The use of font, color, graphics, effects etc. is often detracting to the presentation content. Length requirements may not be met
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