Market-leading companies worldwide trust GEP to provide unbiased advice on their procurement capabilities and design an organization that is custom-built for success in the long run. Our approach is built on four key elements that ensure our designs are practical and effective in the real world.
Procurement is as much about people as it is about savings. GEP evaluates the effectiveness of your organizational structure using relevant benchmarks, checks alignment with business objectives, determines cross-functional linkages, facilitates effective communication between units, and develops a robust governance model. Through a detailed competency assessment, we determine the current and required competencies, identify gaps, and develop a road map to bridge them.
In business, clarity drives success. GEP will help you create a dynamic operating model by outlining the roles and responsibilities for your procurement team, with clear work segmentation and accountability. With this, you can precisely determine your workload and manpower requirements, and look for talent accordingly.
As procurement organizations expand their boundaries and extend their global reach, the need for an effective governance model becomes even more pressing. GEP's experts develop key metrics for your procurement organization and create review and audit processes to facilitate continuous improvement.
Successful procurement teams measure and reward performance. We leverage our experience of working with best-in-class procurement organizations and develop a comprehensive performance management system for your enterprise with role-wise KPIs ― an ecosystem that fosters performance excellence. We also prepare a training plan based on your business objectives and chart a career growth track to help you attract and retain top talent from the industry.
THE GEP APPROACH
Our approach to organization design and implementation includes:
- Determining procurement’s organizational effectiveness
- Conducting an organizational structure assessment and redesign
- Designing and measuring organizational metrics
- Designing operating models, including roles and responsibilities, work segmentation and accountability
- Developing manpower requirements and recruitment and succession plans
- Creating competency assessment and competency acquisition plans
- Creating cultural assessment and change management plans
- Developing performance management systems and career progression plans
- Conducting personalized training
While we do all this, we understand the importance of constant knowledge transfer during these engagements and work in a highly collaborative manner, establishing a successful transition to the new ways of working. We help you throughout the change management process through tailored communication strategies, change workshops, training, and marketing the change across the organization.