After eight years, heavy-equipment maker CNH ended its relationship with a 3PL and brought transportation management back in house with the aid of a Web-based TMS. Would its gamble pay off?
James Cooke is a principal analyst with Nucleus Research in Boston, covering supply chain planning software. He was previously the editor of CSCMP?s Supply Chain Quarterly and a staff writer for DC Velocity.
Not so long ago, if a company wanted to rein in its freight expenditures, it hired a third-party logistics service provider (3PL) to manage its carriers. In many cases, it wasn't that the 3PL had more expertise than the company's internal logistics department; it was simply that the 3PL's staff knew how to use the complex transportation management systems (TMS) needed to optimize carrier movements and selection.
But now that's starting to change. With the advent of lower-cost, online transportation management systems, some companies are discovering that they no longer need outside expertise. They're dispensing with the services of their 3PLs and bringing the transportation management function back in house. Though no hard numbers are available on the number of companies taking this tack, at least one analyst, Adrian Gonzalez of the Dedham, Mass.-based ARC Advisory Group, has identified this trend as a factor in the recent uptick in TMS sales. (See "software for hard times," DC VELOCITY, January 2009.)
One company that has had considerable success with this approach is CNH Global N.V. Two and a half years ago, the agricultural and construction equipment maker dropped the 3PL it had been using for carrier management in favor of having its inhouse staff take over the function. Not only did the manufacturer see freight costs drop and shipment visibility improve, but it also realized several unexpected benefits.
Fixing "broken processes"
Created in 1999 through the merger of New Holland NV and the Case Corp., CNH Global manufactures a full line of farming and agricultural equipment—from tractors to balers and harvesting machines. It also produces heavy construction and light industrial equipment used in industries like road building. The company sells its products through 11,000 dealers in 160 countries.
Around the time of the merger, CNH hired a 3PL to oversee its truckload shipments. By outsourcing that activity, says Dave Czerniejewski, CNH's senior director of supply chain, distribution, and logistics in North America, the company hoped to control costs and fix "broken processes." (Although it farmed out the management of its truckload operations, the equipment maker decided to retain control of its less-than-truckload and other types of shipments.)
For the next eight years, the 3PL managed its client's base of some 400 truckload carriers using its own TMS. During that period, it made significant progress toward CNH's objectives. Among other accomplishments, it saw to it that plants tendered shipments to the lowestcost carrier, and it automated the freight tendering process by linking its own computer systems to CNH's order management systems.
There was one downside, however. CNH found that having to go through a third party whenever it needed rate quotes or cost data was something of a hassle. With the LTL shipments the company managed in house, getting a quote for moving a load from, say, Racine, Wis., to Tulsa, Okla., was a simple matter. But if CNH needed that same data for a truckload shipment, it was a much more involved process. "For some movements, you'd have the data available," says Czerniejewski, "and for the other half, you would have to dig for it."
The rental option
For a long time, CNH accepted that inconvenience as the trade-off for better cost management. But the emergence of transportation management systems offered on a "software as a service" or "on demand" basis changed the situation. Under this model, users essentially "rent" an application from the vendor, obtaining access via a standard Web browser. This option has several attractions for users. For one, it eliminates the need to install and maintain the software or to integrate it with other applications the company is using. For another, it lets users avoid the hefty upfront costs of buying a software license. Instead, they typically pay a relatively modest monthly fee.
The effect has been to make software that was once available only to big corporations accessible to their small and medium-sized counterparts. "When the Internet technology came along for an online TMS, this approach became affordable to a company the size of CNH," says Czerniejewski. Not only was it affordable, but it would also give CNH the option of taking back control of its truckload shipments. And in the end, that's exactly what the company decided to do.
After evaluating 42 software vendors, CNH chose a TMS from Oracle Corp. in February 2006. Given that the company was using an enterprise resource planning system from Oracle's arch-rival, SAP, as its information technology backbone, that choice might seem somewhat surprising. But because software delivered via the Internet eliminates the need for integration, CNH was able to choose the package that best fit its needs without worries about compatibility.
The application, Oracle Transportation Management, enables CNH to select and schedule inbound and outbound carriers. The system oversees all of the equipment manufacturer's motor carrier shipments—both TL and LTL. (CNH currently uses about 115 motor carriers in North America and a similar number in Europe.) The Oracle application also manages CNH's rail shipments in North America and in Europe. (For an idea of the volume and scale of the operation, consider that CNH's overall transportation bill generally amounts to $300 million in North America alone.)
The Oracle TMS notifies carriers of any special equipment requirements—an important consideration for a company like CNH that often needs specialized trailers to deliver its heavy machinery. The TMS also provides in-transit visibility for intra-continental moves, another critical factor for CNH since dealers like to know when their equipment will be arriving. Although CNH uses the Oracle application to track shipments moving within a continent, it does not use the software to provide visibility into air and ocean shipments moving between the United States and Europe. For that, CNH uses a different transportation management system— one provided by GT Nexus.
Today, the company has a staff of 15 full- and part-time load planners who use the Oracle TMS. Although CNH had to hire additional staff when it brought transportation management back in house, it quickly recouped those costs. In fact, the company reports that the switch from a 3PL to an online TMS paid for itself in less than two years through reduced freight expenditures. When asked if his company would make the same decision today, Czerniejewski doesn't hesitate before answering yes.
Closer to carriers
Along with lower freight costs, better shipment visibility, and easier access to data, the company has realized several other benefits from the switch. For example, Czerniejewski notes that a side benefit of the move has been newfound opportunities for training and career development. At CNH, the load planner's job has become an entry-level position that serves as a training ground for new hires, giving them a chance to learn the transportation business and then move up within the company's logistics organization. "We would not have had this flexibility with the 3PL," he says.
Another benefit has been stronger relationships with its carriers—something CNH had hoped would result from the move. "We wanted to get closer to our carrier base and be able to sit down and talk strategically with them and review tactical issues," says Czerniejewski."That's been very beneficial in the difficult times we're in."
Waves of change are expected to wash over workplaces in the new year, highlighted by companies’ needs to balance the influx of artificial intelligence (AI) with the skills, capabilities, and perspectives that are uniquely human, according to a study from Top Employers Institute.
According to the Amsterdam-based human resources (HR) consulting firm, 2025 will be the year that the balance between individual and group well-being will evolve, blending personal empowerment with collective goals. The focus will be on creating environments where individual contributions enhance the overall strength of teams and organizations, and where traditional boundaries are softened to allow for greater collaboration and inclusion.
Those were the findings of the group’s report titled "World of work trends 2025: The collective workforce.” The study was based on data drawn from the anonymized responses of 2,175 global participants of the Top Employers Institute’s HR Best Practices Survey for 2025, and 2,200 organizations from its 2024 edition.
To cope with those broad trends, the report found that companies must adopt “systems thinking,” a way of understanding how different parts of a system—whether an organization or a society—are connected and influence each other. Leaders who learn that skill can design holistic strategies that align employee needs with organizational priorities and broader societal challenges, the group said.
Toward that goal, the report highlights five trends that are reshaping and impacting the global workforce for 2025. They include:
Sustainable Workplaces - integrated partnership between society and organizations. In 2025, organizations will face growing pressure to address global challenges ranging from ethical AI use in the workplace to demographic changes like declining birth rates and an aging population. These issues are no longer isolated from business; they demand an integrated partnership between society and organizations. For example, labor shortages driven by demographic changes challenge companies to rethink their workforce strategies for future sustainability; for example, family-friendly offerings have increased substantially over the last year as employers acknowledge the reality that many more people are now responsible for aging relatives as well as young children.
New belonging – networking beyond to connect with various jobs, industries, and networks. Unlike previous generations, today’s employees change jobs and careers with greater fluidity, spanning multiple organizations over relatively short periods. This shift is reshaping the traditional, company-centered sense of belonging into a more dynamic, interconnected experience. Employees no longer expect to build lasting relationships solely within a single organization, but rather they form communities that stretch across various jobs, industries, and networks, sometimes even in public coworking spaces where the people they interact with daily may not even work for the same company. However, this fluidity offers companies a unique advantage: as employees move between organizations and interact with diverse professionals in shared spaces, they bring with them fresh ideas, innovations, and relationships that generate significant value.
Transforming experiences – “new collar” jobs. In 2025, we will see a substantial blurring of the traditional categories of “white collar” jobs—typically clerical, administrative, managerial, and executive roles—and “blue collar” jobs, which are typically found in the agriculture, manufacturing, construction, mining, or maintenance sectors. The nature of jobs once considered blue-collar has changed dramatically, thanks in no small part to advancements in technology, especially AI. Post pandemic, there seems to be a much higher demand in many places around the world for skilled trades and manual labor, coupled with a growing emphasis for needed skills over formal qualifications. This shift, sometimes described as the rise of “new collar” jobs, combines the technical expertise often associated with blue-collar work with the adaptability and digital skills needed in today’s job market.
Neuroinclusion - a competitive advantage. Organizations are also increasingly recognizing the advantages of including neurodivergent individuals in the workplace, hiring people with autism, dyslexia, dyspraxia, dyscalculia, and ADHD, as well as certain mental health conditions. In addition to bringing bringing unique perspectives and capabilities, these employees are also an important part of Diversity, Equity and Inclusion (DEI). This practice often requires companies to provide accommodation, adjustments, and support, but 2025 will bring a more radical shift, as neuroinclusivity is evolving from an afterthought to a foundational principle in workplace design, culture, and HR policies.
** AI-powered leadership - balance between human intuition and AI’s analytical power.
If 2024 marked AI’s disruption of highly skilled roles like software development and healthcare, 2025 will be the year AI reshapes the highest levels of leadership, bringing a new balance between human intuition and AI’s analytical power. In this evolving landscape, leadership is no longer an individual pursuit, but a collective effort changed by intelligent systems. AI is not just influencing mid-level roles; it is becoming a partner in the C-suite, helping leaders navigate complexity, understand team dynamics, and make strategic decisions that benefit the entire organization.
It’s probably safe to say that no one chooses a career in logistics for the glory. But even those accustomed to toiling in obscurity appreciate a little recognition now and then—particularly when it comes from the people they love best: their kids.
That familial love was on full display at the 2024 International Foodservice Distributor Association’s (IFDA) National Championship, which brings together foodservice distribution professionals to demonstrate their expertise in driving, warehouse operations, safety, and operational efficiency. For the eighth year, the event included a Kids Essay Contest, where children of participants were encouraged to share why they are proud of their parents or guardians and the work they do.
Prizes were handed out in three categories: 3rd–5th grade, 6th–8th grade, and 9th–12th grade. This year’s winners included Elijah Oliver (4th grade, whose parent Justin Oliver drives for Cheney Brothers) and Andrew Aylas (8th grade, whose parent Steve Aylas drives for Performance Food Group).
Top honors in the high-school category went to McKenzie Harden (12th grade, whose parent Marvin Harden drives for Performance Food Group), who wrote: “My dad has not only taught me life skills of not only, ‘what the boys can do,’ but life skills of morals, compassion, respect, and, last but not least, ‘wearing your heart on your sleeve.’”
The logistics tech firm incubator Zebox, a unit of supply chain giant CMA CGM Group, plans to show off 10 of its top startup businesses at the annual technology trade show CES in January, the French company said today.
Founded in 2018, Zebox calls itself an international innovation accelerator expert in the fields of maritime industry, logistics & media. The Marseille, France-based unit is supported by major companies in the sector, such as BNSF Railway, Blume Global, Trac Intermodal, Vinci, CEVA Logistics, Transdev and Port of Virginia.
To participate in that program, Zebox said it chose 10 French and American companies that are working to leverage cutting-edge technologies to address major industrial challenges and drive meaningful transformations:
Aerleum: CO2 capture and conversion technology producing cost-competitive synthetic fuels and chemicals, enabling decarbonization in hard-to-electrify sectors such as maritime and aviation. Akidaia (CES Innovation Award Winner 2024): Offline access control system offering robust cybersecurity, easy deployment, and secure operation, even in remote or mobile sites.
BE ENERGY: Innovative clean energy solutions recognized for their groundbreaking impact on sustainable energy.
Biomitech (CES Innovation Award Winner 2025): Air purification system that transforms atmospheric pollution into oxygen and biomass through photosynthesis.
Flying Ship Technologies, Corp,: Building unmanned, autonomous, and eco-friendly ground-effect vessels for efficient cargo delivery to tens of thousands of destinations.
Gazelle: Next-generation chargers made more compact and efficient by advanced technology developed by Wise Integration.
HawAI.tech: Hardware accelerators designed to enhance probabilistic artificial intelligence, promoting energy efficiency and explainability.
Okular Logistics: AI-powered smart cameras and analytics to automate warehouse operations, ensure real-time inventory accuracy, and reduce costs.
OTRERA NEW ENERGY: Compact modular reactor (SMR) harnessing over 50 years of French expertise to provide cost-effective, decarbonized electricity and heat.
Zadar Labs, Inc.: High-resolution imaging radars for surveillance, autonomous systems, and beyond.
Congestion on U.S. highways is costing the trucking industry big, according to research from the American Transportation Research Institute (ATRI), released today.
The group found that traffic congestion on U.S. highways added $108.8 billion in costs to the trucking industry in 2022, a record high. The information comes from ATRI’s Cost of Congestion study, which is part of the organization’s ongoing highway performance measurement research.
Total hours of congestion fell slightly compared to 2021 due to softening freight market conditions, but the cost of operating a truck increased at a much higher rate, according to the research. As a result, the overall cost of congestion increased by 15% year-over-year—a level equivalent to more than 430,000 commercial truck drivers sitting idle for one work year and an average cost of $7,588 for every registered combination truck.
The analysis also identified metropolitan delays and related impacts, showing that the top 10 most-congested states each experienced added costs of more than $8 billion. That list was led by Texas, at $9.17 billion in added costs; California, at $8.77 billion; and Florida, $8.44 billion. Rounding out the top 10 list were New York, Georgia, New Jersey, Illinois, Pennsylvania, Louisiana, and Tennessee. Combined, the top 10 states account for more than half of the trucking industry’s congestion costs nationwide—52%, according to the research.
The metro areas with the highest congestion costs include New York City, $6.68 billion; Miami, $3.2 billion; and Chicago, $3.14 billion.
ATRI’s analysis also found that the trucking industry wasted more than 6.4 billion gallons of diesel fuel in 2022 due to congestion, resulting in additional fuel costs of $32.1 billion.
ATRI used a combination of data sources, including its truck GPS database and Operational Costs study benchmarks, to calculate the impacts of trucking delays on major U.S. roadways.
There’s a photo from 1971 that John Kent, professor of supply chain management at the University of Arkansas, likes to show. It’s of a shaggy-haired 18-year-old named Glenn Cowan grinning at three-time world table tennis champion Zhuang Zedong, while holding a silk tapestry Zhuang had just given him. Cowan was a member of the U.S. table tennis team who participated in the 1971 World Table Tennis Championships in Nagoya, Japan. Story has it that one morning, he overslept and missed his bus to the tournament and had to hitch a ride with the Chinese national team and met and connected with Zhuang.
Cowan and Zhuang’s interaction led to an invitation for the U.S. team to visit China. At the time, the two countries were just beginning to emerge from a 20-year period of decidedly frosty relations, strict travel bans, and trade restrictions. The highly publicized trip signaled a willingness on both sides to renew relations and launched the term “pingpong diplomacy.”
Kent, who is a senior fellow at the George H. W. Bush Foundation for U.S.-China Relations, believes the photograph is a good reminder that some 50-odd years ago, the economies of the United States and China were not as tightly interwoven as they are today. At the time, the Nixon administration was looking to form closer political and economic ties between the two countries in hopes of reducing chances of future conflict (and to weaken alliances among Communist countries).
The signals coming out of Washington and Beijing are now, of course, much different than they were in the early 1970s. Instead of advocating for better relations, political rhetoric focuses on the need for the U.S. to “decouple” from China. Both Republicans and Democrats have warned that the U.S. economy is too dependent on goods manufactured in China. They see this dependency as a threat to economic strength, American jobs, supply chain resiliency, and national security.
Supply chain professionals, however, know that extricating ourselves from our reliance on Chinese manufacturing is easier said than done. Many pundits push for a “China + 1” strategy, where companies diversify their manufacturing and sourcing options beyond China. But in reality, that “plus one” is often a Chinese company operating in a different country or a non-Chinese manufacturer that is still heavily dependent on material or subcomponents made in China.
This is the problem when supply chain decisions are made on a global scale without input from supply chain professionals. In an article in the Arkansas Democrat-Gazette, Kent argues that, “The discussions on supply chains mainly take place between government officials who typically bring many other competing issues and agendas to the table. Corporate entities—the individuals and companies directly impacted by supply chains—tend to be under-represented in the conversation.”
Kent is a proponent of what he calls “supply chain diplomacy,” where experts from academia and industry from the U.S. and China work collaboratively to create better, more efficient global supply chains. Take, for example, the “Peace Beans” project that Kent is involved with. This project, jointly formed by Zhejiang University and the Bush China Foundation, proposes balancing supply chains by exporting soybeans from Arkansas to tofu producers in China’s Yunnan province, and, in return, importing coffee beans grown in Yunnan to coffee roasters in Arkansas. Kent believes the operation could even use the same transportation equipment.
The benefits of working collaboratively—instead of continuing to build friction in the supply chain through tariffs and adversarial relationships—are numerous, according to Kent and his colleagues. They believe it would be much better if the two major world economies worked together on issues like global inflation, climate change, and artificial intelligence.
And such relations could play a significant role in strengthening world peace, particularly in light of ongoing tensions over Taiwan. Because, as Kent writes, “The 19th-century idea that ‘When goods don’t cross borders, soldiers will’ is as true today as ever. Perhaps more so.”