Procurement Skills Tracking and Performance Improvement

Dave HenshallSkills, Skills Gap Analysis

Skills Tracking in iProcure Lets CPO’s Measure Bench Strength

Procurement Skills Tracking and Performance Improvement in iProcure allows Managers to identify employees with the right skills for a Job and make informed decisions on recruiting, developing, and promoting.

Imagine that you need a Category Manager at the other end of the country or thousands of miles away on a different continent.

Now imagine that you can look into an internal database that tracks employees skills and competencies, where you identify a Category Manager, who was finishing a high-profile category project. The new post requires someone skilled at Supply Market Analysis, developing category strategies, and leading category programs. The Category Manager demonstrates high performance on those skills, and would be ideal for the job.

That is the promise of the iProcure Skills database. By tapping the database to fill specific needs, to anticipate, and head off, looming talent shortages; support career-development paths, and plan succession. In short develop bench strength.

By creating a database in iProcure with the skills of each employee, managers can analyse the data to identify both individual and collective strengths and weaknesses of the team.

Procurement Skills Tracking and Performance Improvement

  • Define the competency framework that supports your business goals and objectives
  • Develop an assessment to measure your team’s knowledge and skill levels in these competencies
  • Set role based targets for each competency
  • Conduct assessments to identify skills gaps
  • Implement development plans to close the gaps
  • Measure progress in closing any gaps
  • Make sure engage with their team by including the process in their performance reviews.

Benefits of Bench Strength Analysis

Bench strength analysis enables the identification of the collective competencies, of all employees and includes a degree of measuring job suitability for all staff for all positions so management knows which individuals should be groomed for targeted jobs, i.e., succession planning. Metrics include:

  • The number of successors available for any given position
  • Strength of talent pipeline
  • Training plans in place to address talent gaps
  • % of employees ready for promotion


In the end, a procurement organization is nothing more than the collective competency of its people to create value. It follows that the largest potential gains in performance for CPO’s come from building the bench strength of their team.

Nuff said …

Learn more about iProcure here