Talent Management Strategies for Procurement Professionals in Global Organization: Denise Bailey Clark University of Maryland University College Doctor of Management Program

Attraction Drivers for Top Performing Employees EmployersEmployees 1. Challenging workJob Security 2. Career Dev. OpportunitiesBase Pay 3. Org. Mission, Values, VisionCareer Development 4. Base PayPromotion Opportunity 5. Org. FinancialsHealth Care Benefits Source: Towers Watson 2011 Talent Management and Rewards Survey EmployersEmployees 1. Challenging workJob Security 2. Career Dev. OpportunitiesBase Pay 3. Org. Mission, Values, VisionCareer Development 4. Base PayPromotion Opportunity 5. Org. FinancialsHealth Care Benefits Source: Towers Watson 2011 Talent Management and Rewards Survey

NEW BUSINESS AND JOBS MARKETS FOR PROCUREMENT PROFESSIONALS A survey that included 170 Chief Procurement Officers (CPO) and other procurement executives worldwide. 72% Represented organizations with $1.388 billion volume of business 30% Represented a volume of more than $ billion volume of business Agreed that: There is an increased in the need for qualified procurement professionals. These professionals will have an increased influence on procurement in decision-making.

Most Promising Latin American Job Market Opportunities CountryRanking 2008Ranking Chile Mexico Brazil Costa Rica Argentina 6 Peru 7 Venezuela 8 Colombia 9 Dominican Rep. 10 Ecuador Overall rankings showing movement between 2008 and 2013 for each of the measured ten countries Source: Hedrick and Struggles Talent Index 2012.

Unique Employment Challenges Understanding Country Standards such as, hiring requirements including withholding and remitting taxes, ensuring employee, employee’s contracts, compensation, benefits and job descriptions and termination practices are in place. For example, a number of countries have to follow the 183-day rule (Lammey, Rupar, and Vincent, 2011). This is the number of days a person can work in the country under a temporary visa before having to apply for a permanent work visa.

Talent Management Strategies for the Procurement Professional Organizational Level Employer of Choice Workforce Planning Talent Acquisition Professional Development Opportunities/Manager/Employee Coaching Performance Management Guidance Succession Planning Community of Professionals Level Credentialing Professional Development Standards Individual Level Professional Development Performance Management Credentialing

Talent Management Strategies for Procurement Professionals in Global Organization: Employer of Choice As a tool for attraction Workforce PlanningTalent Acquisition Manager/Employee Coaching Professional Development Succession Planning Performance Management CredentialingTalent Sustainability

Example: Talent Management Strategies Public Procurement Professional Competencies (DOD) Defining the step in the acquisition process Translating complex contract language Recognizing potential conflicts of interest A thorough knowledge of Federal Acquisition Regulations (FAR) Negotiating complex contracts Adhere to ethics, compliance and enforcement A certification that requires 80 hours of continuous learning every two years (DOD) Understand full and open competition, standards of service, best value and trade off selection. Sources: Department of Defense (DOD) Defense acquisition workforce improvement strategy.

Procurement Talent Management Model Procurement Talent Management Global Employer of Choice Professional Development Talent Acquisition Performance Management Succession Planning Strategic Workforce Planning Procurement Competencies Cultural Intelligence Country Knowledge Cultural Consultants Technical Knowledge Specialized Procurement Recruiters Social Networks Search Firms Procurement Professionals Fulltime/ Part-time Contingent Workers Contractors Locations  Professional Procurement Affiliations  Reputation  Employee Support  Global Leader Competitive Total Rewards Compensation and Benefits based on procurement goals Performance Guidance Coaching Professional Development High potential procurement employees High impact procurement assignments Executive Coaching by High level Procurement Professionals

Talent Management Strategies Denise Bailey Clark, SPHR, M.A. Associate Vice President, Human Resources College of Southern Maryland