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CISCOM through the Decades

In 2004, the first version of CISCOM was developed as The Supply Chain Primer, in response to the need for a dynamic and engaging training program in supply chain management. We are proud to see that CISCOM has met the expectation, which is evidenced by the fact that it is the only training program in supply chain management accredited by the American National Standards Institute (ANSI), a global mark of distinction.
Today, CISCOM training is accessible globally through the instructor-led online course, and also delivered locally through BRASI Affiliates. It is estimated that the demand for supply chain and operations management training will increase with time. CISCOM is poised to meet this requirement, and we will continue to serve the emerging needs of the businesses and professionals in the years to come.


CISCOM – Professional Credential in 10 Weeks Only

CISCOM training is offered online from our US location for global participants, and in-class at our Affiliate locations. The online course consists of ten instructor-led sessions of three hours duration, conducted from 9:00 AM to 12:00 Noon New York Time, on Saturdays. In-class courses comprise five full days. Both formats include the same standard CISCOM Exam, which is conducted online from our US location and is proctored. Further details are available in our course brochure. The next online course will begin on January 12, 2019 and end on March 16, 2019. Book your spot now!

View the Course Calendar here

Click here to register

Click here to view the downloadable CISCOM Brochure

Watch CISCOM introductory video here

CISCOM Instructor Review Course:

The next BRASI Instructor Development Training is scheduled to begin on March 16, 2019. This will include instructors from our new affiliates.


Forecasting at the heart of technological advancement:

In the next several years, experts will utilize block chain technology to reduce food waste, by helping farmers and manufacturers to produce what will be consumed, with increased reliance on forecasting, including the leading indicators.




Manufacturing skill gap in the West
by Danish Mairaj, CISCOM

Manufacturing has been a stronghold in western society for generations, and the industry continues to play a significant role in today’s economy, contributing to financial growth, prosperity, national security and technological innovation. Not since the industrial revolution of the 1800s have we seen so much ground-breaking technology sweep the industry as we are today.

Companies leading today’s rapid growth are investing heavily in mechanization and reaping generous rewards from their efforts. Smart manufacturing – including automation, robotics and the Industrial Internet of Things (IIoT) – is transforming the competitive landscape, allowing for increased flexibility in our factories and plants, improved productivity and more efficiency. Manufacturers that embrace and incorporate advanced manufacturing technology in their facilities are more profitable, sustainable and experience better employee engagement.

However, the fast pace of advancing technologies coupled with an aging workforce are two major contributors to the industry’s scarcity of skilled workers – a shortage that is expected to grow. Manufacturers across the U.S. are finding it more and more difficult to attract and retain workers with the right skills to fill available jobs and keep up to speed on factory floors.

Unless immediate action is taken to reduce this growing skills gap by inspiring and preparing its future workforce, the U.S. will be inundated with unfilled job openings. An estimated 3.5 million manufacturing jobs are expected to become available in the U.S. by 2025, and industry experts warn that a potential shortfall of two million skilled workers – in areas such as manufacturing engineers, machinists, welders, CNC programmers and robotics technicians – will intensify the problem. With advances in digitization and other high-tech areas occurring in U.S. factories, hiring workers with the proper skills needed to compete in today’s advanced manufacturing atmosphere continues to be a growing challenge for manufacturers.

Bridging the Gap

1) Women in manufacturing: A common-sense way of closing the skills gap
Addressing the distinct lack of women in manufacturing is not only the right thing to do, it is a common-sense way of closing the skills gap. Companies that fail to take advantage of all available talent are damaging themselves.

2) Businesses increasingly prioritizing apprentices over graduates
Evidence shows that companies are giving greater priority to investing in apprenticeship programmes than recruiting graduates to gain specialist skills for the future.

3) Can you teach an old industry new tricks?
Less than 20% of parents would encourage their children to work in manufacturing, believing the sector to be dirty, monotonous, low skilled and poorly paid.

4) Can wearable technology help us learn new skills?
Conversations around technology tend to focus on job displacement and changing skills requirements, but perhaps we can broaden our thinking to a more nuanced perspective on how humans and work could benefit from wearable technology.

Manufacturing skill gap in the US (Boston Consulting Group, 2013)

There are many reasons to be bullish about the future of U.S. manufacturing. As cost competitiveness in the U.S. continues to improve compared with, for example, China, Japan, and Western Europe, a growing number of companies big and small are considering repatriating the production of everything from machinery to electronics to U.S. shores. Some companies have already begun the shift. Others are planning to use the U.S. as a manufacturing platform from which to export to the rest of the world.

But even if economic factors are swinging in favor of the U.S., skepticism abounds over whether the manufacturing sector will really be able to absorb so much work. One concern is that the U.S. may no longer have enough skilled workers. Years of outsourcing and offshoring have so damaged U.S. manufacturing, the argument goes, that its once-abundant pool of welders, engineers, and machine operators have shifted to other occupations. And the U.S. education system is failing to train enough new skilled workers to replace those who retire.

Is the U.S. really facing a manufacturing-skills crisis? We believe such fears are overblown—at least for the near term. Our research finds little evidence of a meaningful and persistent skills gap in most parts of the U.S., including in its most important manufacturing zones. The real problem is that companies have become too passive in recruiting and developing skilled workers at a time when the U.S. education system has moved away from a focus on manufacturing skills in order to put greater emphasis on other capabilities. Over the long term, therefore, serious skills shortages could develop unless action is taken.

The following key findings are based on our analysis of job vacancy and wage data, as well as on a BCG survey of 100 companies with U.S. manufacturing operations. This is what we expect in the short term:
  •     We estimate that the U.S. is currently short around 80,000 to 100,000 highly skilled manufacturing workers. But those numbers represent less than 1 percent of the nation’s total manufacturing workforce and less than 8 percent of its highly skilled workforce of approximately 1.4 million
  •     The skilled-worker shortages that exist in the U.S. are localized. Only 5 of the nation’s 50 largest manufacturing centers—Baton Rouge, Louisiana; Charlotte, North Carolina; Miami, Florida; San Antonio, Texas; and Wichita, Kansas—appear to have significant or severe skills gaps. Ninety percent of the biggest manufacturing areas do not show evidence of significant manufacturing-skills shortages.

This is the long-term situation:
  •     Companies are not doing enough to cultivate a new generation of skilled manufacturing workers in the U.S. Manufacturers have scaled back their in-house training over the years, and they underutilize important sources of new talent such as high schools and community colleges.
  •     The retirement of aging workers, as well as heightened demand for workers, could cause serious skilled-labor shortages in the U.S. By 2020, the nation could face a shortfall of around 875,000 machinists, welders, industrial-machinery operators, and other highly skilled manufacturing professionals, according to the U.S. Bureau of Labor Statistics and BCG estimates.
  •     Companies, schools, governments, and nonprofits must do much more to identify, recruit, train, and employ skilled manufacturing workers. A wide array of collaborative programs already exists across the U.S. But these programs are not nearly sufficient.

If the U.S. is to avert a manufacturing-skills crunch in the years ahead, the public and private sectors must begin taking aggressive steps now. The education system must prepare students for the increasingly sophisticated and demanding skills needed in manufacturing. High-quality training programs should be ramped up and should serve as models for new initiatives around the country. If such action is taken, the U.S. can remain on track for a manufacturing renaissance, generating good long-term jobs for its manufacturing sector.




Getting ready to spring into the spring season? Those facing Day Light Savings time on March 09/10, be mindful to maintain your sleep cycle. And the seasonal change does bring some health concerns, welcome the season, stay healthy.



BRASI and Queens College, Mississauga, Canada will jointly organize a seminar on Supply Chain Management, on March 28, 2019

BRASI and Queen’s College, Canada will be organizing a seminar on supply chain management at the college campus in Mississauga, Ontario. The seminar will feature speakers from industry and the academia. It will also include information sessions and competitive game.
Participation is by invitation – please contact for details.

Welcome our new Affiliates:

Infonet Institute, Dubai

Infonet Institute, a leading Educational and Training Organization in Dubai, is a Management, Finance/ Accounting, Languages and Soft Skills Training Centre established in the year 1999. Infonet has a vision to help aspiring professionals grow in their career through training in high quality, focused training programs, at affordable cost.

Infonet is the Authorized Training Center for CISCOM and other programs from BRASI.

Select Training and Management Consultancy LLC,  Abu Dhabi

Select Training and Management Consultancy LLC offers soft skills training and management consulting within UAE and in all the GCC nations in topics such as Leadership, Project Management, Strategy Planning and Organizing, Business Writing, Administrative and other training programs towards developing the management and leadership skills essential to succeed in today’s competitive market. STAMC.

Select is the Authorized Training Center for CISCOM and other programs from BRASI, in Abu Dhabi and MENA Region.


Tamkene Training Center, Dammam, Saudi Arabia

Tamkene Training Center offers training and development programs at a global level, aiming at industry-specific training and linking with reputable training institutions locally and globally, securing the institutional development of Tamkene.

Tamkene is the Authorized Training Center for CISCOM and other programs from BRASI, in the Kingdom of Saudi Arabia.


BRASI collaborates with SCM Globe for state of the art simulation technology for CISCOM training
BRASI has collaborated with SCM Globe to provide hands-on computer-based simulation experience to CISCOM students. This is a great way to see the supply chain and logistics concepts and principles in play. Students can used existing businesses in the software or create brand new companies, to run the simulation against different business scenarios.
Differentiation skills like this, brings unique value to CISCOM training.


Meet with Jignesh Bhatt, CISCOM


Jignesh Bhatt achieved his CISCOM in 2017.

Jignesh is a mechanical engineer with over ten years’ experience in extensive manufacturing in Switch gear & metal fabrication industry. He has experience with all various manufacturing environments, such as ETO,ATO, MTS & MTO. Jignesh has participated in many continuous improvement initiatives to reduce lead time, optimize inventory, and pro-active planning. Implementing Lean/JIT, he was instrumental in setting up the KANBAN process. Jignesh brings a wealth of knowledge to the forum, and loves to share his expertise with peers and colleagues.

We wish Jignesh every success.

Interested to be published? Contribute an article or feature for BRASI newsletter, having worldwide circulation in the supply chain and operations management circles.
Please contact Danish Mairaj, Managing Editor at

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