Category Archives: rants

ERP is NOT Always the Answer

Reading this recent article on “Mitigating Risk and Exposure from Subsidiary Operations” in Industry Week, one could get the impression that the only way to mitigate risk is to deploy one or more (connected) ERP systems to manage corporate data. Nothing could be further from the truth. While you do need consistent data and compatible systems, you don’t need an ERP. But I guess I should have expected such misleading advice given that the article was written by a VP at SAP, one of the biggest ERP vendors in the world.

According to the article, in order to mitigate risks to the company’s supplier, quality, liquidity, financial reporting, and unbudgeted spending, a company must streamline and automate mostly manual systems to:

  • enable the sourcing group to automatically provide information on preferred suppliers and negotiated terms to every subsidiary
  • enable headquarters to have ongoing visibility into cash-on-hand and receivables and payables across the organization
  • streamline the financial consolidation process
  • streamline inter-company purchasing transactions
  • implement collaborate processes such as forecasting and budgeting

Furthermore, according to the article, to accomplish this automation, a company needs to either:

  • deploy the same ERP system across the company,
  • deploy a two-tier ERP with simple data integration, or
  • deploy a two-tier ERP with process integration.

First of all:

  • A (cloud-based) SaaS e-Sourcing/e-Procurement platform with contract & supplier management can maintain preferred suppliers and terms and be accessible by every subsidiary.
  • A shared (cloud-based) SaaS accounting / finance system will allow headquarters to have a view into each subsidiary’s financials …
  • … and this shared system will streamline financial consolidation.
  • A (cloud-based) SaaS e-Procurement system will streamline inter-company purchasing, and
  • a cloud-based inventory / distribution / warehousing / logistics management system will allow for collaborative forecasting and budgeting.

So you don’t even need an ERP at all to accomplish the stated goals. Furthermore, while you do need integrated data, you can maintain this data with a simple relational database and integrate it using an off-the-shelf data analysis package with good ETL (extract-transform-load) tools that can merge flat-file data dumps from each system into one file/database for analytics purposes.

This isn’t to say that an ERP at headquarters to maintain master data isn’t worthwhile, just that you don’t need one, and that you certainly don’t need ERP deployments at all of your subsidiaries to accomplish the goals, which is important because enterprise ERPs generally cost seven figures and the cost is generally not justifiable for a small subsidiary.

Overqualified Candidates are Truly Rare …

… and rarer still are instances when you should pass on these candidates. A recent post over on the HBR blogs that asked if you “should hire an overqualified candidate” made some great points about the assumptions made by Hiring Managers when presented with “overqualified candidates”, and hinted at a few others.

Most Hiring Managers misunderstand what overqualified is
A candidate is only over-qualified if they exceed the skill requirements of the job. This means that the following candidates are not overqualified:

  • candidates with an advanced degree that exceeds stated educational requirements
    because the education might not be that relevant anyway
  • candidates with considerably more years of professional experienced than expected
    because if most of a candidate’s experience is in a different role (because they just changed career paths a few years ago), the experience with respect to specific skill requirements could still be minimal
  • candidates with a lot of experience in similar roles in the function
    because candidates with 20 years in tactical order placement and processing would not have a lot of experience in strategic negotiation, a major requirement for sourcing professionals today

Today’s job definition will not be tomorrow’s job definition.
Business is evolving as rapidly as the technology that drives it evolves, and this means that the requirements for a role are no longer static. If the job responsibilities are evolving rapidly, you will need a candidate with more education, skills, and experience than the job requires today to keep up.

There’s nothing stopping you from paying a candidate what he or she is worth.
Maybe you planned to pay 60K, but if you get a candidate who is so perfect for the role that he or she will be twice as productive, and you can get that candidate for 90K, you’re getting someone who can do the work of two people for only 75% of what it would cost you to hire two lesser skilled candidates.

Just because a candidate is overqualified doesn’t mean that he or she will be bored or move on quickly.
This particular misconception drives me nuts. Some jobs are always challenging. Like sales. You never know what the customer is going to want. Or development. Technology is always changing and you never know what new technology is going to pop up that you will have to integrate with or what new bug will appear in the next release that you will have to track down.

Not every candidate wants your job.
Not everyone wants to be the boss … and, in fact, a candidate who has been the boss and decides that she would rather spend her days getting work done instead of fighting fires, going to a never ending stream of management meetings, and micro-managing lesser qualified employees who can’t keep on track without constant guidance is less likely to try and take you job than an overly ambitious over-achieving up-and-comer. If you create the right position for the individual with the most impressive non-boss title you can give them, pay them well, and free them to do what they want to do, they will likely be more than happy to leave you to you own personal boss-hell while they build systems that work, successfully source strategic categories, and design and implement new processes for efficient operations.

Bottom line, there are very few overqualified candidates and fewer still who would not make a good hire if you pay them well and give them the opportunity to shine (because most people would rather complete a task and have a sense of accomplishment than “be the boss”). So if you get a very qualified candidate, the first thing you should do is get her in for an interview before the competition does — because she is the type of candidate you want.

Demand for Procurement Systems is Up In General

But, as far as I am concerned, the specifics are still in question. Over on Software Advice, Michael Koploy recently published a post on “2011 Market Trends: Procurement Systems” where he noted that the six trends he’s following, namely:

  • Demand
  • Cloud Adoption
  • Application Usability
  • Strategic Sourcing
  • Spend Analytics
  • Contract Management

With respect to the first four, he’s definitely right. After 2-3 years of spending freezes, and displacement of seasoned pros from big shops to mid-tier shops, pent-up demand is nearing an all time high. Also, a lot of shops, especially in the mid-tier, have figured out that they’re not IT, shouldn’t try to be, and want the IT to be someone else’s headache. Today’s generation of workers expects usability, and won’t settle for anything less. And with continuing pressures to cut costs (or lose your job), a number of organizations are finally getting behind strategic sourcing, even if they’re not entirely sure what it should mean to them.

But I’m not sure about the last two. Yes, demand for “BI” and “Analytics” is up across the board, but I’m not still convinced that most organizations have any clue whatsoever as to what real “spend analysis” is.

Spend analysis is:

  • NOT automated cleansing and mapping
    Sorry, but someone else’s rule set will not be anywhere close to 100% applicable to your organization’s data, and a rule set only catches known screw-ups in data entry, not unknown ones. Let’s say you’re in IT. Then HP obviously means Hewlett Packard. But if you’re in construction, it could just as easily mean Harry’s Pumps (or, if you’re in apparel, Hilary’s Pumps).
  • NOT automated Top N reports
    While it’s important to track your Top N suppliers, categories, etc., the greatest opportunities for savings aren’t necessarily going to be in your Top N categories or with your ToP N suppliers. Even without an analytics system, chances are your Procurement people have a pretty good idea who the Top N suppliers are or what the Top N categories are and aggressively negotiating them. In many organizations, the biggest opportunities for savings are in the Next N categories and in better optimization of the Top N categories that goes beyond simply identification. In the first case, let’s say the Top N are 40% of spend and the Next N are 30% of spend. Let’s say the immediate opportunities for savings are 3% in the Top N and 9% in the Next N. That’s 1.2% savings on TCO on the Top N and 2.7% savings on the next N. Which is greater? Also, let’s say a number of categories use a common, pricey, metal or mineral that accounts for 30% of total cost and that, if demand was aggregated across the categories, the average cost could be chopped by over 10%. Well, that’s a 3% savings if you buy the metal or mineral on behalf of your suppliers. A Top N report ain’t gonna show you that!
  • NOT a Freakin’ Dashboard
    A dashboard only tracks progress on identified opportunities. It does not track progress on unidentified opportunities! It only allows you to see that you’re not screwing up something you just fixed, it doesn’t show you that you’re screwing up ten other things.

But when most people make their purchase decisions, this appears to be what they are evaluating based on what they buy and how they implement.

Then there’s Contract Management. To be useful to Procurement, a Contract Management (CM) has to do more than simply store and index contracts for easy retrieval. While it’s important to be able to quickly put your finger on a contract when a dispute arises, that’s not management. That’s e-filing. In the context of Procurement, true management is tracking purchases against the contract in near real-time and insuring that before an invoice is paid, it’s paid at contracted rates. This requires some integration of the CM system with the e-Procurement and/or e-Payment system.

So far, most CM systems are still being bought stand-alone or loosely coupled.

In other words, demand for Procurement Systems is up, but not always for the right reason. And this includes demand for new reverse auction features. I’m getting tired of repeating myself, but I guess I have to say it again.

Listen, bub, a reverse auction IS NOT an advanced sourcing application. If you want real savings, you need a decision optimization system.

When Will Analysis Be Ubiquitous?

It seems that analysts across the board are finally recognizing the need for good data analysis. For example, this recent article in Industry Week on “mastering complexity, driving out complication”, notes that what most manufacturers are missing today is an adequate way to analyze and interpret collected data in terms of what are the potential impacts and risks on the business. Add this to all the articles preaching the need for spend analysis to get direct, indirect, and logistics costs under control, and one sees that the need for analysis across the board is now ubiquitous.

But yet only a small number of companies have solid analytical tools. Most companies still don’t have basic spend analysis applications that allow them to see where their organization spend is going. Far fewer still have Enterprise Manufacturing Intelligence (EMI) applications. But until there are data analysis applications across the supply chain, significant cost-saving opportunities are going to go unidentified. So when will analysis be ubiquitous? How many more years are we going to have to wait?