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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.


BRASI is an ANSI-accredited Certificate Issuer

CISCOM is the only training program on the subject accredited by the American National Standards Institute, USA.

BRASI and Queens College, Mississauga, Canada will jointly organize a seminar on Supply Chain Management, on March 28, 2019.
Participation is by invitation – please contact sarah.batool@brasi.org for details.




CISCOM – Professional Credential attend the instructor-led training from your own location

CISCOM training is offered online from our US location for global participants and in-class at our Affiliate locations. The training comprises a total of 50 hours, including instructor-led training, case study, assignments, learning quizzes and computer-based simulation. Both delivery formats prepare candidates for the standard CISCOM Exam, which is conducted online. 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.



 



NEWS

Slow progress prompts new thinking around deforestation in palm oil supply chains

By: Emma.Cosgrove@emmacos
March 22, 2019

Despite public commitments to sustainable palm oil from some of the crop's largest stakeholders, deforestation continues at a rate of 18 million acres per year, according to the United Nations, causing some stakeholders to question whether current tactics to fight the practice are having any effect.

Now, 15 years after the formation of the Roundtable on Sustainable Palm Oil (RSPO), the leading industry group and largest certifier of sustainably and ethically produced palm oil, new thinking is starting to take hold.

Businesses are realizing certification of supply is a place to start, but it doesn't necessarily lead to ongoing action by palm oil buyers. A deeper, more localized approach to advocating for change may be key to lasting impact.
Experts from the RSPO, Environmental Defense Fund and other organizations explained this week at the Responsible Business Summit in Brooklyn, New York, the challenges and strategies to make this notoriously problematic, yet ubiquitous ingredient sustainable at scale.  

Commitment doesn't always mean action

"A lot of companies have very nice policies that they’re not implementing and they’re not implementing with urgency," said Daniel Strechay, director of outreach and engagement and U.S. Representative at the RSPO.

Deforestation is still growing, but at a slower rate, said Strechay. Progress is slow in part because many businesses have not yet put their money where their mouth is. The evidence is in the price growers get for palm oil.

Currently, just 62% of certified non-deforestation palm oil receives a premium price in the marketplace, according to Strechay, meaning there is more supply of sustainable oil than demand, causing sellers to lower the price of sustainably produced oil. The argument here is: with the number of major purchasers publicly announcing intentions to rid their supply chains of deforestation, that 62% should be higher.

"That's a problem," he said. "That to me says that we have to have a bigger commitment from the downstream to implement these policies."
"Commitments are great. Commitments don’t always get to action," added Katie Anderson, supply chain manager for the Environmental Defense Fund.

Certification is only the beginning

"There has been, I think it’s fair to say, a loss of confidence in certification schemes' ability to actually end deforestation," said Ethical Corporation editor and discussion moderator Terry Slavin.

"The problem really stems from people viewing the certification as a silver bullet. Certification is a tool in the toolbox you help address these issues," responded Strechay. He went on to say, "It’s incumbent on companies to work holistically in their supply chain ... and not just lean on certification."

Environmental groups, certifiers and even some big palm oil purchasers have realized in recent years that making an effort to choose what seems like the most sustainable supply is not enough to actually change the dynamics on the ground in palm oil producing countries. Issues like farmer compensation and enforcement of local regulations around land use are important elements that simply certifying responsible growers won't fix.

Rachael Sherman, director of global sustainability for McDonald's, said the company would like to rely solely on RSPO for its sustainable palm oil monitoring and compliance work, but that's just not realistic since certification doesn't necessarily change the deeper systemic issues at work.

Moderns strategies are much more complex

One way corporations are starting to go beyond certification is by collaboratively working to influence local authorities in what is called the "jurisdictional approach." A simplistic way of describing this growing method of addressing deforestation is to put the certification standards into local legislation on the ground.

The actual work is much more complicated since it requires a deep understanding of local players and dynamics. This approach said Anderson, "allows companies to be assured that simply sourcing from a certain jurisdiction is enough to assure no deforestation and relieves the burden of continual audits."

One of a handful of success stories in this vein is Sabah, Malaysia, where roughly 10% of the world's palm oil is produced. A group of RSPO members, local officials and nonprofits have worked to put sustainable practices into state regulations with the goal of being 100% RSPO certified by 2025.

"Companies are starting to commit to sourcing from Sabah because of that effort — because they are taking the step to take the jurisdictional approach," said Strechay. And the benefit goes beyond streamlining supplier approvals for palm oil buyers: growers in Sabah see the value in being a supplier of choice.

It's a longer and rockier road, explained the panel, since governments change, sometimes overnight, personnel shifts continually and stakeholders have often developed grudges over time. Anderson's work, mostly in the beef industry in Brazil, is entirely based on this approach, and McDonald's has three to four pilots across several commodities to see what addressing jurisdictions at a more systemic level can change.

Reference:
http:// https://www.supplychaindive.com/news/sustainable-palm-oil-supply-chains-deforestation-conversation/550902/


 


 

ARTICLE


Recruiting Supply Chain Talent

New technologies, consumer demands, and the rise of the mobile workforce are shifting the business landscape quickly, making specialized supply chain and logistics workers more valuable than ever. It's imperative for organizations to have a strategy in place to recruit and retain these talented workers. Tisha Danehl, vice president of staffing agency Ajilon, offers this advice for attracting the industry's future leaders.

1. Update job descriptions. Be as specific as possible in your job postings and define the required experience level, position demands, and company expectations. It's also important to outline the exact skills you are looking for, taking into account not only technical skills, but also soft skills such as collaboration and multitasking.

2. Leverage industry-specific organizations. It may feel logical to post your open position on every job board you can find, but this will cost you more work in the long run. To make sure you get applications from qualified candidates, focus efforts on industry-specific job boards and social media groups. LinkedIn is a great place to begin your search for targeted groups.

3. Diversify your hiring panel. You'll attract a more diverse pool of candidates if you employ a diverse group of hiring managers. The interview process is your chance to make a great first impression, so it's important to emphasize all backgrounds to show that everyone has an equal opportunity.

4. Partner with universities. Recruiting directly from undergraduate programs is a great way to find workers with the right knowledge. You also can engage in a partnership to offer skill-building workshops that prepare graduating seniors, or work with colleges to align specific job skills with those today's supply chains need most.

5. Get creative on social media. Show potential recruits what it's like to work for your organization by highlighting examples of your company's biggest successes or top performers on your website and social channels.

6. Offer paid internships. Paid internships or scholarships are mutually beneficial for students and the future of supply chain organizations. Providing paid opportunities to students can help draw more young people with potential to the field.

7. Provide training programs. Employees will benefit from professional development and skills training opportunities. As new technologies and business models continue to shift, you can secure talent by offering in-house training to close any skills gaps.

8. Offer competitive salaries. Salaries are expected to increase by 2.9 percent in 2017, according to the 2017 Ajilon Salary Guide. Avoid losing strong candidates or valuable employees to competitors by researching salaries to make sure they are competitive.

9. Emphasize opportunities for growth. What does a career path at your company look like? When will there be opportunities for promotion or advancement? These are questions you should anticipate from job seekers and be prepared to answer before they are even asked.

10. Bring in external resources. Recruiting firms can be a resource to help find pools of specialized candidates. The partnership allows you to focus on other responsibilities and ensure that talent is qualified and a good cultural fit.


References
https://www.inboundlogistics.com/cms/article/recruiting-supply-chain-talent/


 

SAFETY MINUTE

Make sure that your travel plans include health and safety precaution depending on the region being visited. Consider acquiring travel and health insurance if not covered already.

 

BRASI UPDATE


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 sarah.batool@brasi.org for details.

 

Computer-based supply chain simulation is a high value component of CISCOM –Certificate in Supply Chain and Operations Management.

Students apply their knowledge of supply chain concepts and practices to life-like situations, changing the logistical parameters, such as manufacturing sites, warehouses, fleets, products, customers and so on, in response to market developments and assess the effect of their decision on supply chain performance.
Another outstanding feature of CISCOM – unique and value driven.


Welcome our new Affiliates



iCapacity Resource, Ghana

iCapacity Resource is a consultancy, training, development and capacity building institution focused on delivering quality services to our individual client and corporate institutions in West Africa. Our focus has been in the provision of Occupational Health, Safety & Environmental Quality trainings and Consultancy services with expertise in the provision of Information Technology (IT)Trainings, Cyber Security, Supply Chain Management, Human Resource and Project Management Trainings and Services.

iCapacity Resource is an Authorized Training Center for CISCOM and other programs from BRASI.




PIB Knowledge, Ghana
 
PIB Knowledge is a highly trusted and reliable training and consultancy provider in the West African Sub-Region, providing bi-lingual world-class training solutions and service to organizations and individuals across West Africa.
PIB Knowledge is an Authorized Training Center for CISCOM and other programs from BRASI.


 

Meet with Danish Mairaj, CISCOM

 Danish achieved his CISCOM in 2016.

Danish is an engineer (Software & Electronics) with over ten years of experience in medical device industry. Presently, he is managing the contract manufacturing organization responsible for the manufacturing of the medical device his company has developed. He is also managing R&D partners for device development and e-Health platform.
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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 danish.mairaj@brasi.org

Copyright © 2019 Business Research and Service Institute, All rights reserved.


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