STRATEGIES FOR RECRUITING, ENGAGING AND RETAINING STAFF
On Monday, the APCC released the Future Procurement Skill Requirements Publication. This report examines how procurement is changing, how this is likely to impact future skills requirements and how governments can use this information to invest in new professionalisation initiatives to better recruit, engage and retain procurement staff for the next five years.
As governments seek to deliver a greater range of community services, they are looking to the
procurement profession to deliver more strategic and sustainable value-for-money outcomes that are aligned with government priorities and subject to continuous improvement.
Public policy is driving governments towards greater innovation, efficiency and effectiveness. This is often achieved through simplification, standardisation, differentiation, aggregation, and a commitment to a more holistic organisational approach. Further, this is being supported by technology and improved decision-making, which is having the effect of significantly altering the dynamics of the workforce, including a reducing workforce.
Thus, for governments to achieve greater procurement value within a smaller workforce, they will need to invest more in workforce professionalisation, increasingly considered a strategic lever of change.
Organisations will need to develop a comprehensive procurement workforce strategy for recruiting, engaging and retaining staff, and a greater commitment to specialist training, education and career management through more procurement-focused graduate, management and leadership development.
As governments continue their journey to a more strategic procurement approach, a focus on emerging procurement competencies will deliver greater value by emphasising the requirement for a broader range of economic, environmental, social, ethical and safety outcomes. These new competencies will also help procurement organisations recruit appropriate staff and support their professional development across a career lifecycle.
Outcomes of a more strategic procurement approach:
+ Maximise whole-of-life value across the procurement lifecycle.
+ Delivery of increased productivity and value through savings, innovation, greater community engagement, competition, more effective collaboration with industry, and contemporary supplier relationship management.
+ Development of a principles-based policy framework through a centre-led/enabled model.
+ Achieve best practice in procurement spend categories and leverage this to deliver more effective outcomes consistent with government priorities.
+ Increased use of technology to increase the efficiency of transactional activities through streamlined e-procurement workflow systems.
Professional competencies required to deliver a more strategic procurement approach:
+ Greater consideration of soft skills, e.g. self-awareness, influence and leadership.
+ Delivering greater public sector value, e.g. social and economic outcomes.
+ Applying business acumen to reduce commercial risk.
+ Greater harnessing of existing procurement technical skills (such as category management, supplier relationship management and international sourcing).
+ A better understanding of how to design the digital environment (technology and analytics).
+ A more integrated understanding of legal, finance, project management, logistics and human resource management knowledge and skills as they impact securing value from procurement.
You can download the pdf online here: http://apcc.gov.au/
Established by Government for Government, the Australasian Procurement and Construction Council (APCC) is an interactive national forum where senior representatives from procurement, construction, asset management and property management come together to discuss and leverage innovation and best practice to support local priorities and challenges. The APCC exists to create opportunities to add value to what and how Governments buy and build, and how they manage their assets.