Erste Group Procurement underwent a transformation to become a world-class procurement organization. Led by Robert Semethy, they standardized processes, changed culture, and ensured staff were trained and certified. A key part of the transformation was staff earning the SPSM certification, which helped standardize terminology, fill skill gaps, enable adoption of best practices, and gain credibility with internal customers. As a result, Erste Group Procurement improved results, implemented new techniques like eSourcing, and continued their journey to procurement excellence.
The two-day "Competency Based Interviewing Workshop" will be held on November 25-26, 2011 at the Le-Meridien Hotel in Ahmedabad. The workshop will provide techniques for competency-based interviewing to better assess candidates' potential and enhance organizational growth and profitability. It will cover issues in traditional interviewing, competency-based interviewing principles and processes, effective candidate evaluation, and recruiting best practices. Participants will learn how to conduct consistent, effective interviews. Registration is Rs. 9,000 per person and seats are limited. Interested parties should confirm participation with the listed contacts.
The document discusses what a Professional Employer Organization (PEO) is and the benefits they provide. PEOs take over human resource responsibilities for small to medium businesses, such as payroll, benefits, and compliance. This allows business owners to focus on their core business instead of HR tasks. PEOs provide standardized, systematic HR processes and access to competitive benefits packages. Through a co-employment model, PEOs and their clients share employer responsibilities, with the PEO handling administrative functions. This arrangement benefits businesses by reducing costs and risks associated with HR.
AIM Recruitment provides recruitment services for the UK food manufacturing industry, including interims, executives, and consultants. They have been in business since 2004 and take a professional, selective approach to representing candidates. They focus on quality over quantity and strive to deliver the right solutions to meet their clients' needs. AIM takes pride in their experienced consultants and interims, and their ability to find high caliber candidates to address both temporary and permanent roles.
This document discusses how brokers can partner with AlphaStaff, a large PEO, to help their clients with employment issues. It outlines AlphaStaff's leadership, quality standards, and capabilities. AlphaStaff promises not to compete with brokers and offers 100% vested, guaranteed commission rates. The partnership allows brokers to offer clients comprehensive HR, payroll, benefits, and risk management solutions to help them manage their workforce and stay compliant.
This document discusses challenges in managing human capital investments in Asia-Pacific. It provides three key points:
1) Paying higher salaries in emerging markets does not always alleviate talent shortages and can lead to unsustainable costs if not linked to performance or competency.
2) Designing jobs to fit available local talent rather than moving expatriate managers is often a better strategy for overcoming talent shortages in emerging markets.
3) Companies must ensure roles are clearly defined and aligned with business objectives to avoid inefficiencies as economies grow rapidly. Fitting the right people to the right jobs is important.
Srishti Software Pvt Ltd has evolved an unique approach to identify and develop lateral transfer of employees. In this paper we capture the framework adopted for identifying stars and performers, how they are supported in their job transfers and their apprehensions managed. Normative do and don't of lateral transfer of employees is presented.
The two-day "Competency Based Interviewing Workshop" will be held on November 25-26, 2011 at the Le-Meridien Hotel in Ahmedabad. The workshop will provide techniques for competency-based interviewing to better assess candidates' potential and enhance organizational growth and profitability. It will cover issues in traditional interviewing, competency-based interviewing principles and processes, effective candidate evaluation, and recruiting best practices. Participants will learn how to conduct consistent, effective interviews. Registration is Rs. 9,000 per person and seats are limited. Interested parties should confirm participation with the listed contacts.
The document discusses what a Professional Employer Organization (PEO) is and the benefits they provide. PEOs take over human resource responsibilities for small to medium businesses, such as payroll, benefits, and compliance. This allows business owners to focus on their core business instead of HR tasks. PEOs provide standardized, systematic HR processes and access to competitive benefits packages. Through a co-employment model, PEOs and their clients share employer responsibilities, with the PEO handling administrative functions. This arrangement benefits businesses by reducing costs and risks associated with HR.
AIM Recruitment provides recruitment services for the UK food manufacturing industry, including interims, executives, and consultants. They have been in business since 2004 and take a professional, selective approach to representing candidates. They focus on quality over quantity and strive to deliver the right solutions to meet their clients' needs. AIM takes pride in their experienced consultants and interims, and their ability to find high caliber candidates to address both temporary and permanent roles.
This document discusses how brokers can partner with AlphaStaff, a large PEO, to help their clients with employment issues. It outlines AlphaStaff's leadership, quality standards, and capabilities. AlphaStaff promises not to compete with brokers and offers 100% vested, guaranteed commission rates. The partnership allows brokers to offer clients comprehensive HR, payroll, benefits, and risk management solutions to help them manage their workforce and stay compliant.
This document discusses challenges in managing human capital investments in Asia-Pacific. It provides three key points:
1) Paying higher salaries in emerging markets does not always alleviate talent shortages and can lead to unsustainable costs if not linked to performance or competency.
2) Designing jobs to fit available local talent rather than moving expatriate managers is often a better strategy for overcoming talent shortages in emerging markets.
3) Companies must ensure roles are clearly defined and aligned with business objectives to avoid inefficiencies as economies grow rapidly. Fitting the right people to the right jobs is important.
Srishti Software Pvt Ltd has evolved an unique approach to identify and develop lateral transfer of employees. In this paper we capture the framework adopted for identifying stars and performers, how they are supported in their job transfers and their apprehensions managed. Normative do and don't of lateral transfer of employees is presented.
Commonwealth Payroll and HR Services Over 20 Employeesjeffplakans
This document summarizes Commonwealth Payroll & HR's solutions for growing companies with more than 20 employees. It discusses how they can manage HR functions, automate paper-intensive processes, and mitigate legal and compliance risks. Key services include providing an HR account manager, implementing an online HR system called eStratEx, and performing proactive compliance work to prevent HR problems. The target clients are described as companies with no or limited HR staff who need assistance with HR administration and processes.
DHM Partners is an HR and compliance consulting firm in Indonesia established in 2013 that provides various services to help clients grow their business safely and legally. These services include HR compliance assessments, dispute resolution, sharing sessions on employment law, and developing IR skills. The firm works with experienced professionals to ensure an "applicability approach" that delivers real benefits to clients. DHM Partners aims to contribute significantly to clients' safe growth by reviewing HR practices and compliance levels, identifying improvement areas, and creating strategic plans.
Importance Of Having Clearly Articulated Business Model | Business Model Inno...FaHaD .H. NooR
This document outlines the key components of an effective business model:
1. It defines a business model as a firm's plan for how it competes, uses resources, structures relationships, interfaces with customers, and creates value.
2. It identifies the four major components of a business model as the core strategy, strategic resources, partnership network, and customer interface.
3. It emphasizes that having a clearly articulated business model is important because it serves as an ongoing feasibility assessment, focuses attention on how elements fit together, and articulates the firm's core logic to stakeholders.
EA is in a global war for talent against its competitors. To win this war, EA must build a strong talent brand that attracts and retains top talent. This involves marketing EA as a great place to work through all stages of the employee experience from initial awareness to post-employment. The document outlines strategies for EA to strengthen its talent brand such as social media engagement, recruitment events, job site optimization, and alumni outreach to create a competitive advantage in attracting and retaining the best people.
This document discusses how HR can evolve to achieve a competitive advantage and remain relevant. It suggests that HR needs to move from focusing on "doing things right" to "doing the right things" by becoming more strategic, integrated, and customer-driven. Specifically, it recommends that HR (1) act as a strategic partner in setting business direction, (2) effect organizational change and transformation, (3) champion employees, and (4) optimize administrative processes through technology. The document argues that developing a system-driven HR delivery model can help HR move from operations to a more strategic role and better measure its impact on business performance.
Hudson, Supply Chain and Procurement - White Papermarkholyoake
The document discusses the evolving role of procurement leaders and the challenges they face. It notes an identity crisis in the supply chain profession due to unclear definitions and roles. This impacts career development and attracting top talent. The profile of an effective Chief Procurement Officer is described as requiring a rare combination of skills, including high emotional intelligence. Developing talent and common role definitions is key to meeting the changing demands of the position.
Innovative Employee Solutions
9665 Granite Ridge Drive, #420
San Diego, CA 92123
(858) 715-5100
http://www.innovativeemployeesolutions.com/
Innovative Employee Solutions specializes in payrolling and outsourced HR administrative services as the employer of record for various industries including technology, engineering, medical, insurance, clerical, research companies and many more.
Business Beam is a management and IT consultancy that offers services including appraisals and trainings. It strives to optimize organizational and professional performance. It has offices in the US, UAE, Saudi Arabia, and Pakistan, and has worked in multiple countries. It provides consultancy services and training across various business functions like management, operations, projects, human resources, and IT in areas such as strategy, process improvement, and certification programs. Its clients include companies in the IT, oil and gas, financial, telecom, and other sectors in Saudi Arabia and UAE. It has provided trainings to over 5,000 professionals from over 400 organizations across 15 nationalities.
The document discusses key considerations for pitching a business idea to investors. It covers what investors look for in a pitch, such as a business rather than just an idea, the strength of the team, a clear risk management plan, and a clean corporate structure. Additional topics covered include ensuring the idea addresses a customer need, having a simple business model, scalability, the market opportunity and competitive landscape, and components of an effective presentation.
AIM Recruitment provides recruitment services to the UK food manufacturing industry through three divisions: AIM Interims, AIM Executives, and AIM Consultants. AIM Interims supplies experienced interim managers to cover roles temporarily. AIM Executives focuses on permanent executive recruitment. AIM Consultants offers operational consulting services. AIM prides itself on its experienced consultants and interim managers, stringent candidate screening, deep industry expertise, and commitment to delivering high-quality solutions that add value for clients.
The document discusses the key role of human resources (HR) in organizations. It argues that HR is the "heartbeat" and "pacemaker" of any organization, managing human talent and keeping business processes rhythmic. HR is seen as a strategic partner rather than just an administrative function. The document emphasizes aligning HR processes like talent management to build an effective workforce and stay competitive in a changing business environment. It also discusses the importance of employee health, wellness programs, and matching talents to jobs for organizational success.
This document contains descriptions of several finance and accounting positions available through a recruiting firm. It lists the job title, industry, location, salary range, bonus eligibility, requirements, and date for each position. Positions include Chief Financial Officer, Director of International Tax, SVP Director of Finance, Director of Technical Accounting, Director of Cost Accounting, and Senior Tax Manager - Domestic. The document provides details on qualifications and responsibilities for a variety of roles within the finance/accounting fields.
This document contains descriptions of several finance and accounting positions available through a recruiting firm. It lists the job title, industry, location, salary range, bonus eligibility, requirements, and date for each position. Positions include Chief Financial Officer, Director of International Tax, SVP Director of Finance, Director of Technical Accounting, Director of Cost Accounting, and Senior Tax Manager - Domestic. The document provides details on qualifications and responsibilities for a variety of roles within the finance field.
Impact Recruitment Services is a recruitment agency located in Northampton, UK that specializes in both permanent and temporary placements across a variety of industrial, commercial, supply chain, technical, engineering, and senior appointment sectors. They pride themselves on developing strong partnerships with both clients and candidates to understand their needs and provide a bespoke workforce strategy. In addition to recruitment services, Impact offers a free online resource called Impact Extra that provides employment advice, document templates, and specialist consultation to clients and candidates.
Apex HR Consulting provides recruitment process outsourcing and talent acquisition solutions to help clients gain a competitive advantage. With expertise in key industries such as financial services, consulting, and BPO/KPO, Apex listens to client needs and designs customized recruiting strategies. Rather than taking a standardized approach, Apex thinks through the best solution for each role. The company aims to build long-term relationships with clients and candidates by caring about their success.
Angott Search Group is an executive search and recruiting firm based in Rochester, Michigan. Their mission is to provide premier search and recruiting services to clients by creating partnerships and understanding client needs to help them achieve their business goals. They are committed to open communication, delivering innovative strategies, and complete client satisfaction. Angott Search Group has experienced sustained growth over 20 years through their recruiting services.
Angott Search Group is an executive search and recruiting firm that has been in business since 1981. Their mission is to provide premier search services to clients by developing partnerships and understanding each client's specific needs and goals. They strive for honesty, integrity, and professionalism in all client relationships.
Angott Search Group is an executive search firm that provides premier search and recruiting services to clients. Their mission is to create partnerships with clients to help them achieve their business goals through an in-depth understanding of client needs. They are committed to honesty, integrity, and open communication with clients. Angott Search Group has experienced consistent growth over decades by bringing great people and great companies together.
The document discusses the BEI Pros Elite 100 program, which aims to identify and develop the top 100 independent dealers' service organizations in the US. It discusses how differentiation in the market has become difficult to achieve, and how the program sets out to build a process to select dealers and develop their service operations to elite levels. It provides quotes from Steve Rolla and Jerry Newberry of BEI Pros describing the program. It then shares stories from three dealers—John Heiser of MT Business Technologies, Michael Chambers of Central Copiers, and Brian Peltier of Corporate Business Systems—who implemented the Elite 100 program and saw improvements in service productivity, profitability, and their ability to differentiate themselves in their markets.
Commonwealth Payroll and HR Services Over 20 Employeesjeffplakans
This document summarizes Commonwealth Payroll & HR's solutions for growing companies with more than 20 employees. It discusses how they can manage HR functions, automate paper-intensive processes, and mitigate legal and compliance risks. Key services include providing an HR account manager, implementing an online HR system called eStratEx, and performing proactive compliance work to prevent HR problems. The target clients are described as companies with no or limited HR staff who need assistance with HR administration and processes.
DHM Partners is an HR and compliance consulting firm in Indonesia established in 2013 that provides various services to help clients grow their business safely and legally. These services include HR compliance assessments, dispute resolution, sharing sessions on employment law, and developing IR skills. The firm works with experienced professionals to ensure an "applicability approach" that delivers real benefits to clients. DHM Partners aims to contribute significantly to clients' safe growth by reviewing HR practices and compliance levels, identifying improvement areas, and creating strategic plans.
Importance Of Having Clearly Articulated Business Model | Business Model Inno...FaHaD .H. NooR
This document outlines the key components of an effective business model:
1. It defines a business model as a firm's plan for how it competes, uses resources, structures relationships, interfaces with customers, and creates value.
2. It identifies the four major components of a business model as the core strategy, strategic resources, partnership network, and customer interface.
3. It emphasizes that having a clearly articulated business model is important because it serves as an ongoing feasibility assessment, focuses attention on how elements fit together, and articulates the firm's core logic to stakeholders.
EA is in a global war for talent against its competitors. To win this war, EA must build a strong talent brand that attracts and retains top talent. This involves marketing EA as a great place to work through all stages of the employee experience from initial awareness to post-employment. The document outlines strategies for EA to strengthen its talent brand such as social media engagement, recruitment events, job site optimization, and alumni outreach to create a competitive advantage in attracting and retaining the best people.
This document discusses how HR can evolve to achieve a competitive advantage and remain relevant. It suggests that HR needs to move from focusing on "doing things right" to "doing the right things" by becoming more strategic, integrated, and customer-driven. Specifically, it recommends that HR (1) act as a strategic partner in setting business direction, (2) effect organizational change and transformation, (3) champion employees, and (4) optimize administrative processes through technology. The document argues that developing a system-driven HR delivery model can help HR move from operations to a more strategic role and better measure its impact on business performance.
Hudson, Supply Chain and Procurement - White Papermarkholyoake
The document discusses the evolving role of procurement leaders and the challenges they face. It notes an identity crisis in the supply chain profession due to unclear definitions and roles. This impacts career development and attracting top talent. The profile of an effective Chief Procurement Officer is described as requiring a rare combination of skills, including high emotional intelligence. Developing talent and common role definitions is key to meeting the changing demands of the position.
Innovative Employee Solutions
9665 Granite Ridge Drive, #420
San Diego, CA 92123
(858) 715-5100
http://www.innovativeemployeesolutions.com/
Innovative Employee Solutions specializes in payrolling and outsourced HR administrative services as the employer of record for various industries including technology, engineering, medical, insurance, clerical, research companies and many more.
Business Beam is a management and IT consultancy that offers services including appraisals and trainings. It strives to optimize organizational and professional performance. It has offices in the US, UAE, Saudi Arabia, and Pakistan, and has worked in multiple countries. It provides consultancy services and training across various business functions like management, operations, projects, human resources, and IT in areas such as strategy, process improvement, and certification programs. Its clients include companies in the IT, oil and gas, financial, telecom, and other sectors in Saudi Arabia and UAE. It has provided trainings to over 5,000 professionals from over 400 organizations across 15 nationalities.
The document discusses key considerations for pitching a business idea to investors. It covers what investors look for in a pitch, such as a business rather than just an idea, the strength of the team, a clear risk management plan, and a clean corporate structure. Additional topics covered include ensuring the idea addresses a customer need, having a simple business model, scalability, the market opportunity and competitive landscape, and components of an effective presentation.
AIM Recruitment provides recruitment services to the UK food manufacturing industry through three divisions: AIM Interims, AIM Executives, and AIM Consultants. AIM Interims supplies experienced interim managers to cover roles temporarily. AIM Executives focuses on permanent executive recruitment. AIM Consultants offers operational consulting services. AIM prides itself on its experienced consultants and interim managers, stringent candidate screening, deep industry expertise, and commitment to delivering high-quality solutions that add value for clients.
The document discusses the key role of human resources (HR) in organizations. It argues that HR is the "heartbeat" and "pacemaker" of any organization, managing human talent and keeping business processes rhythmic. HR is seen as a strategic partner rather than just an administrative function. The document emphasizes aligning HR processes like talent management to build an effective workforce and stay competitive in a changing business environment. It also discusses the importance of employee health, wellness programs, and matching talents to jobs for organizational success.
This document contains descriptions of several finance and accounting positions available through a recruiting firm. It lists the job title, industry, location, salary range, bonus eligibility, requirements, and date for each position. Positions include Chief Financial Officer, Director of International Tax, SVP Director of Finance, Director of Technical Accounting, Director of Cost Accounting, and Senior Tax Manager - Domestic. The document provides details on qualifications and responsibilities for a variety of roles within the finance/accounting fields.
This document contains descriptions of several finance and accounting positions available through a recruiting firm. It lists the job title, industry, location, salary range, bonus eligibility, requirements, and date for each position. Positions include Chief Financial Officer, Director of International Tax, SVP Director of Finance, Director of Technical Accounting, Director of Cost Accounting, and Senior Tax Manager - Domestic. The document provides details on qualifications and responsibilities for a variety of roles within the finance field.
Impact Recruitment Services is a recruitment agency located in Northampton, UK that specializes in both permanent and temporary placements across a variety of industrial, commercial, supply chain, technical, engineering, and senior appointment sectors. They pride themselves on developing strong partnerships with both clients and candidates to understand their needs and provide a bespoke workforce strategy. In addition to recruitment services, Impact offers a free online resource called Impact Extra that provides employment advice, document templates, and specialist consultation to clients and candidates.
Apex HR Consulting provides recruitment process outsourcing and talent acquisition solutions to help clients gain a competitive advantage. With expertise in key industries such as financial services, consulting, and BPO/KPO, Apex listens to client needs and designs customized recruiting strategies. Rather than taking a standardized approach, Apex thinks through the best solution for each role. The company aims to build long-term relationships with clients and candidates by caring about their success.
Angott Search Group is an executive search and recruiting firm based in Rochester, Michigan. Their mission is to provide premier search and recruiting services to clients by creating partnerships and understanding client needs to help them achieve their business goals. They are committed to open communication, delivering innovative strategies, and complete client satisfaction. Angott Search Group has experienced sustained growth over 20 years through their recruiting services.
Angott Search Group is an executive search and recruiting firm that has been in business since 1981. Their mission is to provide premier search services to clients by developing partnerships and understanding each client's specific needs and goals. They strive for honesty, integrity, and professionalism in all client relationships.
Angott Search Group is an executive search firm that provides premier search and recruiting services to clients. Their mission is to create partnerships with clients to help them achieve their business goals through an in-depth understanding of client needs. They are committed to honesty, integrity, and open communication with clients. Angott Search Group has experienced consistent growth over decades by bringing great people and great companies together.
The document discusses the BEI Pros Elite 100 program, which aims to identify and develop the top 100 independent dealers' service organizations in the US. It discusses how differentiation in the market has become difficult to achieve, and how the program sets out to build a process to select dealers and develop their service operations to elite levels. It provides quotes from Steve Rolla and Jerry Newberry of BEI Pros describing the program. It then shares stories from three dealers—John Heiser of MT Business Technologies, Michael Chambers of Central Copiers, and Brian Peltier of Corporate Business Systems—who implemented the Elite 100 program and saw improvements in service productivity, profitability, and their ability to differentiate themselves in their markets.
Angott Search Group is an executive search firm located in Rochester, Michigan that has been in business since 1981. The firm is committed to open communication with clients to understand their needs and deliver innovative strategies and technologies to achieve client satisfaction and long-term relationships. Angott Search Group has experienced sustained growth over the past two decades by partnering with clients to help them achieve their business goals through executive search services. The firm provides search services on a retained, contingency, or contract basis across various industries.
KPMG implemented an event consolidation strategy to streamline their event management and realize cost savings. Bruno Amadi, a KPMG partner, championed the initiative after seeing how an outside report highlighted the benefits. Amadi assembled stakeholders and hired an external consultant to develop an implementation plan. While some stakeholders were skeptical initially, change management efforts helped gain support for the new centralized event management process. KPMG has seen benefits like reduced costs, improved vendor relationships, and freed up time for marketing managers to focus on strategy rather than event planning. The consolidation strategy is rolling out in phases and KPMG expects long-term cost savings and other benefits from the new aligned approach to event management.
The paper explains what is meant by Strategy Deployment, distinguishing between the aspects of alignment and engagement. It anchors the theory and practice in both Strategic Thinking and Lean Thinking
03-Сase-study-book - Profiles International - auto company drive sales increasesOleg Afanasyev
- The auto company has used Profiles International assessments since 2003 to improve their hiring process and workforce development.
- Using the ProfileXT assessment, they improved their hiring criteria to focus on candidates that closely match the skills of top performers.
- This led to increased sales productivity as representatives scoring over 80% on the job match sold 62 more units in 2009 and 25 more units in 2010 than lower scoring representatives.
- The auto company has realized ongoing benefits like improved sales, employee buy-in to the process, and enhanced relationships between managers and employees.
Fleming martin whitepaper-bringing-the-executive-search-function-in-house~Eric Principe
- The document discusses the benefits and challenges of building an in-house executive search team. It summarizes perspectives from interviews with over 25 leaders in the field.
- The key benefits cited include improved quality, speed, and efficiency of recruiting due to deep institutional knowledge of the company culture. In-house recruiters can also provide valuable insights beyond just making hires through long-term market research and candidate relationships.
- However, it requires a significant investment of $1M or more annually. Companies should only pursue this option if senior leadership is fully committed to supporting the function long-term.
TeamTree is an HR advisory firm that offers talent search and management services. It was founded by four professionals to bridge gaps between corporate expectations and human resource availability. TeamTree aims to empower individuals and large corporations with global competitiveness through high performance teams. The management team includes experts in communication, training, accounting, and business development. TeamTree provides a broad range of capabilities across multiple industries, including strategy, research, administration, and customer service. It assesses clients' needs to deliver tailored solutions and measurable results.
This document discusses how human resource (HR) practices can impact organizational intangible assets and shareholder value. It argues that HR is increasingly important for business success and sustainability due to factors like competition, globalization, and talent shortage. Investing in HR practices can increase employee commitment, customer commitment, and profitability. However, the real value created by HR is often intangible, such as organizational culture, identity, reputation, and brand. The document proposes a framework for HR professionals to create "people intangibles" by focusing on keeping promises, developing a compelling strategy, building core competencies, and developing organizational capabilities like talent, speed of change, shared mindset, accountability, collaboration, learning, and leadership
The document discusses the implementation of an intranet-based sales pursuit tracking system by the law firm Dorsey & Whitney. The goals of the system were to systematically track pursuits, provide collaboration between attorneys and business development staff, leverage best practices, and provide reporting. The system addresses challenges such as lawyers primarily doing business development work and discontinuities in pursuits. It provides a unified view of all pursuits, assigns marketing professionals and responsibilities to each pursuit, and maintains continuity when attorneys are pulled away from pursuits. The system transformed the marketing department's role and provided accountability and collaboration that yielded demonstrable results in new business.
The document discusses the role of human resources in mergers and acquisitions. It begins by defining mergers and acquisitions as representing ultimate change for businesses that can be difficult and chaotic. It then provides statistics on M&A activity and discusses why understanding the process is important. The rest of the document outlines the M&A process and key roles for HR, including assessing cultural alignment, developing integration plans, managing communications, and ensuring retention of key employees.
Xeye I Business Services Corporate Profile 2011xeyeibs
X-pert Integrated Innovations is a growing HR firm that provides staffing and recruitment services. It has several offices across India and focuses on quality placement and talent acquisition. The company aims to meet different client needs with customized solutions and uses a thorough vetting process to find the best candidates.
CIPS defines ethical procurement and supply as processes that respect international standards against criminal conduct like bribery, corruption, fraud, and human rights abuses. There are four essential steps for organizations to improve ethical standards: 1) train staff on ethical procurement and supplier management, 2) adopt CIPS's corporate code of ethics, 3) have leadership publicly commit to ethical sourcing, and 4) renew steps annually. Taking these steps earns an organization public recognition on CIPS's corporate ethical register and reduces financial and reputational risks.
This 3 sentence summary provides the essential information from the document:
The document outlines a program that was started on December 03, 2015 and completed on December 08, 2015, as approved by the Program Director Charles Dominick, SPSM, SPSM2, SPSM3. It discusses the need for next level purchasing strategies and techniques to help organizations operate more efficiently. Upon completion, participants will have learned new approaches for reducing costs and improving results.
Exemplary Supply Chain Social Responsibility CertificationRobert SEMETHY
This 3 sentence summary provides the essential information from the document:
The document outlines a program that was started on November 12, 2015 and completed on November 13, 2015. It was approved by the program director Charles Dominick, SPSM, SPSM2, SPSM3. The document references www.NextLevelPurchasing.com but does not provide any other context or details about the program.
This document contains a summary of W. Robert SEMETHY Jr.'s experience and qualifications. He is a global executive with over 20 years of experience leading operations, procurement, and supply chain management in Europe, North America, Latin America, and Asia. Currently he serves as the Chief Procurement Officer for Erste Bank Group AG, where he has reduced costs while improving customer satisfaction. Prior to this role, he held senior supply chain and procurement positions at companies including Mattson Technology, Flextronics International, and Solectron, delivering millions in annual savings through initiatives like inventory velocity increases, cost take-downs, and outsourcing.
20131003 Erste Group Procurement Supplier Relationship ManagementRobert SEMETHY
1) Erste Group Procurement (EGP) acts as the centralized procurement function for Erste Group, a large banking group operating in Central and Eastern Europe.
2) EGP was established in 2006 and has since expanded its operations by establishing subsidiaries across Central and Eastern Europe to serve Erste Group entities.
3) As the centralized procurement organization for Erste Group, EGP is responsible for managing the full source-to-pay process on a group-wide basis according to standardized policies and procedures.
Next Level Purchasing SPSM Certification at Erste Group Procurement Case Study
1.
2. Background:
New Leadership Sets Procurement Group On A Journey To World Class Status
Erste Group is one of the largest financial Three years prior to
services providers in Central and Eastern Europe. this writing, US-born
Its core activities include serving the financial proc urement
needs of private individuals and providing executive Robert
advisory services and support for corporate Semethy was brought
clients in financing, investment and access to on board as the
international capital markets, public sector Managing Director
funding and interbank market operations. and, later, Chief
Procurement Officer
Erste Group Procurement is a discrete entity of Erste Group
established to manage all external spend for all Procurement. He
majority owned entities within Erste Group. Its describes his work Robert Semethy
mission is to efficiently satisfy demand while at with the organization Chief Procurement Officer
the same time aiming for cost reduction and as a “journey.”
sustainable savings across the whole group.
Like most procurement organizations, Erste Where was Erste Group Procurement’s
Group Procurement had done a fairly good job headed? It was taking them to world class
at fulfilling its mission, but there was room for status as a procurement organization. This case
improvement. No one could have fairly study describes the steps in this journey to
described Erste Group Procurement as being world class procurement and how the Next
“world class” a few years ago, yet achieving Level Purchasing Association and its Senior
world class procurement performance was Professional in Supply Management® (SPSM®)
certainly a goal. Certification played a role in an impressive
procurement transformation.
A Rough Start
When Mr. Semethy entered the Erste Group One of those obstacles to success was related
Procurement organization, he made several to the lack of standardization in terminology
observations about its operations. Some were among the teams in the different regions in
good, some were not. As a seasoned veteran of which Erste Group Procurement operates. “A
procurement, having enjoyed successful stints in lot of our problems stemmed around
leading the procurement departments of communication and semantics,” Mr. Semethy
companies like Mattson Technology, Flextronics recalls. “Even though we were attempting to
International, and Solectron, he couldn’t help communicate in English, our jargon was
but notice some obstacles that were preventing different.”
the Erste Group Procurement organization from
reaching its potential. While, on the surface, lack of terminology
2
3. standardization sounds minor, it prevented the lot to prove.
subgroups within the organization from
adopting standardized best practices that could As an example of the high demands and little
produce optimal results. Different subgroups faith that the business units had in Erste Group
were doing things “their own way” instead of Procurement, service level agreements were put
“the best way” and this lack of unity across the in place as a means of holding the procurement
organization stood in the way of making organization accountable to their responsibilities.
progress. One of the aspects of the service level
agreements was the requirement that the
Another obstacle to success was internal procurement organization prove that they
customer resistance. As a separate entity, Erste employ a qualified staff. From this alone, it is
Group Procurement originally felt like an easy to see that the trust level was not optimal,
“outsider” to the Erste Group business units. making for a challenging situation in which to
Essentially, the procurement organization had perform.
no credibility with the business units and had a
The Transformation
While the challenges faced by his new Semethy’s mantra was “don’t assume anything”
organization were steep, Mr. Semethy was regardless of any staff member’s years of
undaunted by them. He set the vision for the experience. He was keenly aware of the value of
journey to include adopting procurement best training everyone on all relevant topics to ensure
practices, changing the culture of the that no latent gaps in skill levels remained after
organization, and enabling his staff to possess training.
the training and qualifications that would
placate internal customers who doubted the As a component of Erste Group Procurement’s
capabilities of the procurement team. professional development initiative, certification
was extremely important. With the procurement
In terms of that last point regarding training and organization positioned as a service provider to
qualifications, Erste Group Procurement the business units, “we are sometimes requested
selected the Next Level Purchasing Association to provide proof of training and certifications of
to provide its Senior Professional in Supply our employees,” Mr. Semethy said.
Management® Program to the staff members in
pursuit of each staff member earning the In this environment, it is obvious that nothing
prestigious and globally-recognized SPSM® short of stellar customer service is acceptable. If
Certification. When asked what made the there were procurement disappointments,
organization seek out additional training, Mr. internal customers might rally to wrest control of
Semethy was emphatic about his desire to procurement activities related to their own
ensure that every staff member was brought up business units. As such, accomplishing
to a base level of skills and knowledge. certification early in the transformation was
desired, not just to enable the implementation of
While some organizations are perhaps overly best practices but also to manage perception
meticulous at picking and choosing the right among internal customers.
combination of courses for each individual, Mr.
3
4. “Everyone thinks they of high degrees of competency and to say to
can do purchasing,” business units who believe they are best suited
jokes Jorg Strauss, to m aking pro c ure m ent decis io ns
Country Manager for independently, “Look, we are certified here.
Erste Group There is a minimum standard of quality [that
Procurement Austria. we meet] and processes we know about,” he
But having a says.
procurement
certification enables So, Erste Group Procurement’ staff members
members of Erste eagerly began working on, and completing, the
Group Procurement Senior Professional in Supply Management®
to provide assurance Program.
Jorg Strauss
Country Manager
Where The Journey Has Led
Not long after enrolling staff members in the
Senior Professional in Supply Management® Team Unity: As mentioned earlier, one of the
Program, Erste Group Procurement started barriers to achieving consistently good
seeing improvements in the results they were performance was the lack of standardization in
delivering for the business. In discussing the terminology and techniques employed by Erste
methods of measuring performance, Mr. Group Procurement. The SPSM® Certification
Semethy said that Erste Group Procurement helped Mr. Semethy address this issue and he
“went from a very ambiguous methodology [in says that “everybody is talking the same
the previous year] and measurement to now a language” and the team has “aligned our
very rigorous one” in the current year and that jargon.” But beyond the team unity brought
results are “better this year, as our team has about by such standardization, Mr. Strauss also
done more and more training.” notes that achievement of the SPSM®
Certification has made the team more of a
At the time of this writing, over 50 Erste productive, close-knit group that he refers to as
Procurement Group staff members have a “community.” He expresses that all of the
earned the SPSM® Certification. In addition, employees who have earned the SPSM®
the organization has implemented many of the Certification “really feel a part of the
practices covered in the SPSM® Certification community.” Mr. Semethy was somewhat
curriculum, including eSourcing, supplier surprised at the unexpected pride that has
performance reviews, and the latest galvanized his team in the wake of their success
procurement key performance indicators. The in earning their SPSM® Certifications. He
positive effects of the SPSM® Certification were shares that the engraved awards that the Next
seen in many ways that contributed to those Level Purchasing Association sends to those
improved results. Mr. Semethy and Mr. Strauss who earn the SPSM® Certification “are all over
cited four specific areas where the impact of every single office” as each SPSM®-certified
the SPSM® Certification was felt:
4
5. employee “proudly displays it” and “they brag “When we started implementing it, it was
about their scores” to which Mr. Strauss adds much, much easier because we did not have to
that SPSM®-Certified employees are often so convince the people” that it was a valid idea,
excited by their achievement that they “update Mr. Strauss says. Instead, he paraphrases the
their LinkedIn profiles right away!” reaction of the team as “We heard in the
SPSM® it’s world standard – let’s do it!”
Filled Skill Gaps: Early on, Mr. Semethy had a Supplier business reviews are another best
strong preference against allowing certain practice taught in the Senior Professional in
members to opt out of certain training Supply Management® Program that Erste
opportunities based on their experience or Group Procurement integrated into its
perceived skill levels. That turned out to be a repertoire. Leveraging eSourcing and holding
smart decision. As a result of this train- supplier business reviews, and securing the
everyone-on-everything approach, “we now associated benefits, were “never done before,
have a base that everybody has in the so I look at those as areas where the SPSM®
organization, from our top buyers down to our very much assisted us in getting [new
entry-level buyers,” according to Mr. Semethy. procurement methods] culturalized in our
Mr. Strauss elaborates that the Next Level organization,” says Mr. Semethy. For getting
Purchasing Association training helped the the team primed to try procurement
team get past assumptions of skill levels that techniques that had not been attempted
previously served to limit the professional before, Mr. Semethy said that the SPSM®
development to which they would expose material “helped us a lot to show the people
themselves. He said that team members who there’s a world outside,” to which Mr. Strauss
originally felt strong in a topic and assumed adds that “I think it really broke some ice.” In
that there would be “no news in the training” summarizing how the Erste Group Procurement
on a subject, ended up being pleasantly leadership team leveraged the Senior
surprised and making admissions like “Wow! I Professional in Supply Management® Program,
never thought about [that]! Very good!” In Mr. Strauss says that “We have seen SPSM® as
summarizing the effect of the SPSM® a change management tool…to support the
Certification on skill levels, Mr. Strauss states people to go on the journey to get to world-
that “it really filled some gaps.” class procurement [and] supporting the whole
change process within our company.”
Change Management: Going from any starting
point to world-class procurement requires Credibility With Internal Customers: Finally,
adopting new tools and techniques. Of course, Erste Group Procurement has achieved the long
such adoption qualifies as “change” and, -sought-after credibility with its internal
naturally, people can be resistant to change. customers. The dramatic skills improvement of
However, participation in the Senior the team members has not gone unnoticed.
Professional in Supply Management® Program Internal customers “know that we’ve done the
helped to eradicate such resistance among the training, they know that our folks have passed,”
Erste Group Procurement team. As an reports Mr. Semethy. “It has gained us
example, Mr. Strauss recalls a rather friction- credibility where, two years ago, we did not
free experience in getting the team to use an have credibility.” Obviously, that credibility has
eSourcing tool where, previously, leadership led to cooperation and cooperation has led to
may have felt reluctance from the team. better results for the company
6. Why The SPSM® Worked So Well For The Journey
From the results discussed in this case study, it is us get a lot of folks through the program.”
obvious that the content of the Senior Asked the same question, Mr. Strauss cited
Professional in Supply Management® Program three components of the program that worked
was right on target for helping a procurement particularly well. The first component was the
team go from a respectable starting point to kickoff web conference that the Next Level
world-class status. However, content alone was Purchasing Association conducts, at no
not the only reason Erste Group Procurement additional charge, for its larger clients. “When
was successful at leading such a large team [Next Level Purchasing Association personnel]
through a rigorous educational program. were all in the web conference and explained to
Functionality and service mattered also. our people, ‘What is the aim [of] it?’ and how to
use it, broke the ice,” he says. Secondly, he says
When asked what he liked most about the that the Next Level Purchasing Association’s
Senior Professional in Supply Management® online classroom is “really easy to use.” Finally,
Program, Mr. Semethy replied “Other than the he likes that each Next Level Purchasing
content, the fact that it was online and Association online course incorporates “a mix of
[employees] could do it on their free time…or media” including audio clips, video summaries,
here at work” was helpful. “There wasn’t a lot hands-on exercises, and more.
of travel involved,” he said. “That really helped
The Journey Continues
Erste Group Procurement has made impressive leadership necessary to implement continuous
progress in its transformation. In just a few improvements, both in terms of refining the
short years, it has gone from an organization processes in use today and keeping an eye on
with few standardized processes and little new practices that may emerge. And they have
credibility with its internal customers to an an enthusiastic team, willing to embrace new
organization that is implementing the latest ideas and ready to work hard at driving even
procurement best practices, achieving better performance.
measurably better results, and delighting its
internal customers. However, the journey is not The Erste Group Procurement journey is
over. continuing and that journey gets better with
each step.
Mr. Semethy and Mr. Strauss are supplying the
Are you ready to transform your purchasing department into a center of excellence and achieve results like Erste
Group Procurement? Contact the Next Level Purchasing Association today to schedule a complimentary SPSM ®
Certification Strategy Session. In that session, we will explore what your purchasing department needs in order to
move forward towards achieving even greater results in cost savings, productivity, and risk mitigation. You can reach
the Next Level Purchasing Association by calling +1-412-294-1991 or by email at: busdev@nextlevelpurchasing.com.