Category Archives: rants

Ariba Needs to Get Its Prescription Checked

Ariba recently released “Vision 2020 – The Future of Procurement”, which was intended to define what the Procurement function is going to look like in 2020. While it was a noble effort, it would appear that Ariba needs to get its prescription checked. While almost half of the predictions were on the mark, and others were close, some define the state of Procurement today, some define the state of Procurement yesterday, and some were just out to lunch. Since you know I can’t leave unanswered any report that I know is going to be taken as influential when it is not 100%, I am going to address each prediction one by one over the next six posts.

In particular, this series will divide the predictions into five categories:

  • Yesterday’s News
    These predictions clearly missed the boat that sailed a long time ago. Any organization that thinks this is Supply Management 2020 needs to take a close look at Supply Management 2000.
  • Today’s Blues
    These predictions would have been good if made in 2005 for 2010, as even though many of the capabilities have been around for a few years, most did not start to be adopted by leading Supply Management organizations until after 2005.
  • Tomorrow’s Shoes
    These predictions hit the mark. Leading Supply Management organizations are starting to embark on the journey that will see them realize these capabilities within 10 years, as they are necessary for these organizations to get to the next level of supply management.
  • Close, but no Cigar
    These predictions were close, but either went a little too far or a little to the side.
  • I Hope it’s Just a Ruse
    I don’t know where these predictions came from. They’re totally off base and anyone banking on them is in for a surprise.

Stay tuned! Agree or disagree, you can chime in with a comment or, according to the paper, join the conversation on the Ariba Exchange if you’re a registered member. SI prefers open discussions, but to each his own.

How Do I Find Top Supply Management Talent?

So, after reading yesterday’s post, you now know that if you can’t find* top supply management talent, it’s because you’re looking for a mythical resource that doesn’t exist. In fact, you have a better chance of finding a chimera. Wish all you want, but a senior buyer with a PhD and ten years of experience who speaks three languages, has expertise in multiple e-Sourcing and e-Procurement processes and applications, has bought twelve different categories, has sourced from multiple countries in Europe and Asia, has led global cross-functional teams, has participated in NPD, has financial chops and can help the CFO optimize working capital, is an SRM expert, has a high CQ, is an expert in global negotiations, is a master of spend analysis, can manage multiple projects simultaneously, and lead global services team is not someone out there waiting to be hired. You’d have a better chance finding a CEO for a Fortune 500 than finding a buyer with these skill sets.

So what do you do? You stop focussing on the super-resource and start focussing on the team. Yes you need all the skills, but you don’t need them all in the same person. Break the “super” buyer role into an analyst role, a global trade role, an engineering management role, a contracts role, and a set of buyer roles organized around compatible categories. Then, instead of looking for 7 – 10 “super” buyers, you’re looking for five different roles that will be much easier to fill. For example, the job description from the previous post would break down into the following descriptions:

Supply Management Analyst

  • expert in should cost models, TCO models, and global logistics models
  • experienced user of e-Sourcing and e-Procurement applications and expert in e-Negotiations and award optimization
  • expert in spend analysis
  • working capital management skills
  • financial reporting experience
  • expert at market intelligence

Global Trade Specialist

  • expert in negotiations with a global supply base
  • buying experience in Europe and Asia
  • speaks two or more languages
  • expertise in import/export requirements of the US, the EU, India, and China
  • in-depth knowledge of REACH, WEEE, RoHS, and similar regulations
  • high CQ

Innovation Engineer

  • great project management skills
  • risk management skills
  • innovative and capable of leading cross-functional innovation teams
  • NPD experience
  • experience with CSR and sustainability initiatives

Contract Specialist

  • excellent communication skills
  • excellent writing skills
  • experienced in contract drafting
  • familiar with regulatory requirements
  • experienced with compliance programs

Senior Buyer

  • great communication skills
  • bachelor’s degree with 5 years of experience, master’s preferred
  • buying experience in one or more of manufactured goods, services, IT & Telecommunications, legal, marketing, and temporary labour
  • supervisory experience of global business teams and outsourced services preferred
  • implemented multiple successful SRM initiatives
  • great leadership skills

And your chances of filling these positions are much better than finding a mythical chimera.


* Again, only referring to “find”. There are a number of reasons that you might not be able to “hire” such talent if you can find it, but they are not the subject of this post.

Why Can’t I Find Top Supply Management Talent?

The simple answer: you’re looking for a resource that is so rare it may not even exist! And I’m not the only one who thinks so. After talking with a number of thought leaders at the Hackett Best Practices conference, it’s become clear that this is the most common reason Supply Management organizations can’t find talent. (Note that this is only the case with respect to “find”. There are a number of reasons a Supply Management organization can’t hire talent.)

As Supply Management has become more and more challenging, the average reaction of a supply management organization has been to continually augment the job description of a supply manager to the point where the individual is expected to not only be a jack of all trades but master of all. This has resulted in a search for senior buyers with an eclectic collection of skills and experience so rare that you can probably count the number of global supply professionals around the globe that make the grade. For example, whereas the average job description for a senior buyer ten years ago might have looked like:

  • good communication skills
  • college degree
  • negotiation experience
  • buying experience in chemicals, pharmaceuticals, and energy
  • some supervisory experience

Today’s average job description for a senior buyer looks like:

  • great communication skills
  • excellent writing skills
  • master’s degree with 10 years experience, PhD preferred
  • expert in negotiations with a global supply base
  • buying experience in manufactured goods, services, IT & Telecommunications, legal, marketing, and temporary labour
  • supervisory experience of global business teams and outsourced services
  • buying experience in Europe and Asia
  • speaks English, Hindi, and Mandarin fluently
  • experienced in contract drafting
  • expertise in import/export requirements of the US, the EU,
    India, and China
  • in-depth knowledge of REACH, WEEE, RoHS, and similar regulations
  • expert in should cost models, TCO models, and global logistics models
  • experienced user of e-Sourcing and e-Procurement applications and expert in e-Negotiations and award optimization
  • expert in spend analysis
  • great project management skills
  • risk management skills
  • working capital management skills
  • financial reporting experience
  • innovative and capable of leading cross-functional innovation teams
  • NPD experience
  • implemented multiple successful SRM initiatives
  • experience with CSR and sustainability initiatives
  • expert at market intelligence
  • high CQ
  • great leadership skills

See the problem?

Headline from the Land of D’Oh: Foxconn Employees Asked to Sign ‘No Suicide’ Pledge

This cracks me up. It’s a shame that there are “appalling” working conditions at the Foxconn factory that include excessive overtime and public humiliation, but this isn’t the answer. After all, how do you enforce a no suicide pledge (TUAW.com)? What can you do to someone who’s already dead?

Sounds like management has to smarten up and start acting like it’s the 21st century where we treat employees fairly.

I Thought ‘C’ Was For Cookie

When I was young, it was ‘C’ is for Cookie and that was good enough for me. But it seems these days that ‘C’ is for ‘Criterion’ since, every time I turn around, we have another ‘model’ built entirely of ‘criterions’ that start with ‘C’.

There’s the The (Sourcing Innovation) 9 Cs of Site Selection, which is an expanded version of the Strategy + Business Five C’s of Site Selection.

There’s the Three C’s of Procurement (Central).

There’s the 6 Cs AchieveGlobal Model of Innovation Culture.

There’s the Five Cs of Credit Definition.

And the 3 Cs of Information Commerce.

We’re a crazy criterion culture obsessed with confusing configuration and it’s getting hard to cope without my cookie!