Organizational Development
Organizational Development
Procurement Organizational Design
Redesigning the procurement organization to align with the clients’ specific business needs and improve efficiency.
Our Approach
Understanding the current structure: Mapping out the current processes, roles, and responsibilities, reporting lines, and organizational hierarchy. It is important to identify any gaps or areas of inefficiency in the current structure.
Quantitative and qualitative analysis: Conduct a quantitative and qualitative analysis to identify areas for improvement. This involves gathering data on procurement performance metrics such as cost savings, vendor performance, and cycle time. It also involves interviewing stakeholders to understand their needs and pain points.
To-be design: Based on the analysis, design the new procurement organizational structure. This includes defining new roles and responsibilities, identifying reporting lines, and determining the appropriate organizational hierarchy. The new structure addresses any gaps or inefficiencies identified in the analysis and align with the organization’s goals and strategy.
Business case and implementation: Develop a business case for the new procurement organizational structure. This includes a cost-benefit analysis, an implementation plan, and a timeline for the transition. The business case also addresses any risks and mitigation strategies for the transition.
Change management: It is important to manage the change associated with implementing the new procurement organizational structure. This involves communicating the changes to stakeholders, providing training and support to employees, and monitoring and adjusting the new structure as needed. It is important to have a change management plan in place to ensure a smooth transition to the new structure.
Competence Framework Development and Assessments
Which help clients to define the key competencies and identify any skills gaps in the procurement function.
Our Approach
Identification of key procurement competencies: Identify the key procurement competencies that are critical for the procurement function to achieve the organization’s goals. This will be done by reviewing best practices. The key competencies should be relevant to the procurement function and aligned with the organization’s strategic objectives.
Incorporating human capital and stakeholder feedback: Incorporate human capital and stakeholder feedback. This involves engaging with human capital and other stakeholders to identify any additional competencies that are required for the procurement function to be successful. It is important to involve a wide range of stakeholders, including procurement professionals, senior management, and internal customers.
Aligning competences to organizational levels: Align them to organizational levels. This involves defining the specific competencies required for each level of the procurement function, from entry-level to executive level. This will ensure that the procurement function is equipped with the necessary skills and capabilities to achieve the organization’s goals.
Undertaking competence assessments: Undertake competence assessments. This involves assessing the current level of competency of procurement professionals against the defined competency framework. The assessments will be designed to identify any skills gaps in the procurement function and should be conducted in a fair and objective manner.
Delivering competence reports: Deliver competence reports to stakeholders. This involves presenting the results of the competence assessments, including any skills gaps that were identified. The reports will be tailored to the specific audience, such as procurement professionals, senior management, and internal customers. The reports will also include recommendations for addressing any skills gaps and improving the overall competence of the procurement function.
Job Descriptions services
Which help clients to define roles and responsibilities within the procurement team.
Our Approach
Gather information about the client’s procurement team: Understand the client’s procurement team structure and how it operates. This can be achieved through discussions with the client’s procurement team, reviewing any existing job descriptions, and conducting a needs analysis to determine what positions need to be created or updated.
Identify key responsibilities and duties: Identify the key responsibilities and duties for each position. This can be done through discussions with the procurement team, reviewing industry standards, and researching job descriptions for similar positions in other companies.
Determine required skills and qualifications: Determine the skills and qualifications required for each position. This can be achieved through discussions with the procurement team and reviewing industry standards and job descriptions for similar positions in other companies.
Develop job descriptions: Develop job descriptions for each position in the procurement team. These job descriptions should clearly outline the responsibilities, duties, required skills and qualifications, and any other relevant information.
Review and refine job descriptions: Review and refine the job descriptions with the client’s procurement team. This is important to ensure that the job descriptions accurately reflect the roles and responsibilities within the procurement team and meet the needs of the client. Any feedback from the procurement team should be taken into consideration and incorporated into the final job descriptions.
Development Planning services
To create a roadmap for individuals to enhance their skills and develop their careers.
Our Approach
Review a skills assessment: Review individual’s current skills and knowledge assessment. It’s important to identify areas where the individual is strong and where there is room for improvement.
Identify career aspirations: Identify the individual’s career aspirations. This can be done through discussions with the individual, reviewing their current job responsibilities, and identifying areas where they would like to grow and develop. It’s important to ensure that the development plan aligns with the individual’s career aspirations.
Determine development techniques: Discuss with the individual the various techniques they can use to develop their skills and enhance their careers. This may include on-the-job training, attending training sessions or courses, mentoring or coaching, networking, and seeking opportunities to work on special projects.
Draft a development plan: Draft a development plan that outlines the steps the individual needs to take to achieve their career goals. This plan should identify specific goals, development activities, timelines, and success metrics. It should also identify the resources and support needed to achieve these goals.
Finalize the development plan: The final step is to present the development plan to the individual and finalize it together. This involves reviewing the plan, ensuring that it aligns with the individual’s career aspirations and needs, and making any necessary adjustments.
Bespoke Training and Coaching services
Customized training solutions to help clients enhance the performance of their procurement teams and achieve greater business results.
Our Approach
Identify training needs: Conduct a needs analysis to identify the client’s procurement team training needs. This can be done through discussions with the client’s procurement team, reviewing any existing training programs, and analyzing performance metrics to identify areas where training can help improve results.
Apply Bloom’s Taxonomy: Use Bloom’s Taxonomy to design a custom training program that aligns with the client’s procurement team training needs. This involves designing learning objectives that are specific, measurable, achievable, relevant, and time bound. The taxonomy can be used to structure the training program and ensure that it covers all relevant topics and skills.
Honey and Mumford learning styles: Consider the Honey and Mumford learning styles when designing the program to ensure that the training program is designed to meet the needs of different learners. The learning styles include the activist, the reflector, the theorist, and the pragmatist. The training program will incorporate a variety of teaching methods and activities to accommodate different learning styles and engage all learners.
Sensory learning styles: Sensory learning styles include visual, auditory, and kinesthetic learning. Incorporating different sensory learning styles into the training program to improve retention and engagement. This can be done using visual aids, group discussions, hands-on activities, and other techniques that engage different senses.
Deliver training program: Deliver the custom training program to the client’s procurement team. This involves developing training materials, delivering the training program, and evaluating its effectiveness. It’s important to collect feedback from learners and make any necessary adjustments to the training program to ensure that it meets their needs and achieves the desired results.