Best practices for crafting an introduction new procurement employees.

Onboarding a new procurement colleague

Reading this indicates your vested interest in the onboarding process, be it as an organizational leader focused on equipping new talent, an individual exploring a new position and wanting to ensure a smooth transition, or a consultant eager to quickly integrate into a new role. Regardless of the perspective, an introduction plan is instrumental. Dive with us into the core components of a comprehensive introduction plan tailored for procurement professionals.

During the recruitment phase, there’s a strong emphasis on identifying specific professional skills and individual traits of candidates. The alignment of a candidate’s qualifications with the desired professional role dictates the design of both their introduction and ongoing development plans. Think of the introduction plan as a seamless transition from the hiring phase to an employee’s personal growth journey. The core elements of this plan can be broadly categorized into three areas: understanding of procurement, knowledge about the organization and its products/markets, and individual growth and development.

Understanding the responsibility of a procurement department

General knowledge

Basics of Procurement: Regardless of their specific role, all procurement professionals must grasp the foundational concepts of their field. This encompasses:

• Core principles that drive procurement and supply chain management.
• Recognized best practices, established standards, and pertinent regulatory guidelines.
• The ethical dimensions intrinsic to procurement activities.
• Emerging and current trends shaping the procurement landscape.

The LHTS 10 week Basic Procurement Certificate is the perfect choice to get a basic understanding of the full responsibility of a procurement department.

Organization-Unique Procurement Insights

Given that every company has its distinct characteristics (Procurement processes and tools, or maybe more correct PMT (Processes, Methods and Tools)), the onboarding plan should elaborate on:

• The bespoke processes, tools, and techniques employed.
• Any proprietary software or platforms integral to the organization’s procurement functions.
• Real-world examples from previous procurement endeavors.
• Particular challenges faced in the organization’s procurement landscape and strategies to effectively manage them.

Acquiring Knowledge of the Organization, Product, and Market

Understanding the Organization

For a new hire to truly thrive, they must be deeply acquainted with the company’s workings. This entails:

• Grasping the company’s organizational layout and hierarchy.
• Identifying principal members, particularly within the procurement sector.
• Immersing oneself in the company’s culture, understanding its core values and mission.
• Seeking opportunities for networking, especially with influential stakeholders.

Delving into Product Insights

The essence of procurement transcends mere purchasing; it’s rooted in comprehending the specifics of what’s being procured. Thus, new employees should be equipped with:

• An exhaustive briefing on the company’s range of products or services.
• Clarity on how these products or services cater to customer needs and create value.
• A deeper look into the components or services they will engage with directly.
• Insights into how their specific role dovetails with the overall product lifecycle.

Grasping Market Dynamics

A holistic perspective on the larger market landscape is imperative. A sort of testament from former buyer to the new one. Onboarding plans should thus elucidate:

• A snapshot of prominent suppliers and competitors in the market. 
• Current market trajectories and anticipated shifts.
• A thorough risk evaluation pertaining to the supplier arena.
• Sector-specific strategies, when relevant.

Personal Development

Every individual is unique. Recognizing their strengths and areas of development can empower them to achieve their highest potential.

• Skill Development: Depending on gaps identified during the recruitment process or specific requirements of the role, ensure training in areas like behavior patterns in negotiation, project management, leadership, or specialized software.
• Feedback & Mentorship: Assign a mentor or buddy to guide the new employee through their initial months. Regular check-ins and feedback sessions can aid their growth trajectory.

Example: Introduction New Procurement Employees

Welcome to our team! As your manager, I’m excited to introduce you to our comprehensive onboarding plan, designed to equip you with the necessary knowledge and skills for your role as a new buyer. Here’s an outline of your introduction journey:

Week 1-10: Basics of Procurement

• Training Module: Begin with the LHTS 10-week Basic Procurement Certificate to build foundational knowledge.
• Topics Covered: Core principles of procurement, best practices, regulatory guidelines, ethical considerations, and emerging trends.

Week 1: Our Tools and processes

• In-House Training: Learn about our bespoke procurement processes, tools, and techniques.
• Software Orientation: Get acquainted with proprietary software and platforms used in our procurement functions.
• Case Studies: Review real-world examples from our previous procurement endeavors.

Week 2-3: Understanding the Organization

• Role-Specific Training: Understand how your role impacts the product lifecycle and procurement processes.
• Orientation Sessions: Get to know the organizational layout, hierarchy, and key personnel in the procurement sector and among stakeholders in your procurement category.
• Cultural Immersion: Participate in team meetings and networking events to assimilate into our company culture and values.

Week 4-5: Delving into Product Insights

• Product Training: Receive detailed briefings on our range of products or services, including their market value and customer appeal. Specific focus on your procurement category.

Week 6-7: Grasping Market Dynamics

• Market Analysis Training: Learn about key suppliers, competitors, market trends, and risks.
• Sector-Specific Strategies: Gain insights into strategies relevant to our procurement category, shared through testimonials from experienced buyers.

Ongoing: Personal Development

• Skill Development: Based on the recruitment assessment, engage in training for negotiation tactics, project management, leadership, or software proficiency.
• Feedback & Mentorship: Regular check-ins with your assigned mentor or buddy for guidance and growth feedback.

Continuous Growth and Learning

• Regular Workshops and Seminars: Participate in ongoing professional development programs based on micro learning.
• Feedback Sessions: Monthly feedback sessions with me to track progress and address any concerns.

Remember, this plan is a roadmap to help you transition smoothly into your new role. Your curiosity, engagement, and proactive approach will be key to your success. Welcome aboard, and I look forward to seeing your growth and contributions in our procurement team!

Summary: Introduction New Procurement Employees:

The Introduction New Procurement Employees is more than just a formality. It sets the tone for an employee’s entire journey with your organization. Tailor it to their specific role, but ensure it covers the three pillars discussed above. Your investment in a well-crafted introduction plan will pay dividends in the form of well-equipped, motivated, and productive procurement professionals.

The core elements of Introduction New Procurement Employees can be broadly categorized into three areas: understanding of procurement, knowledge about the organization and its products/markets, and individual growth and development, three boxes of knowledge waiting for the new employee to arrive.

Happy onboarding!

Building a development plan for buyer

Note: Illustrations to the blogpost “Introduction New Procurement Employees” was created with the help of Chat GPT on Oct 21, 2023

Want information about LHTS courses in Swedish, visit Utbildning Inköp.