Strengthen the organization. Boost execution capabilities.
Define responsibilities and interfaces; collaborate across functions; build competencies
Executive Summary
amc supports your company in further developing your procurement organization. The goal is to align roles, responsibilities, and competencies so that strategy and processes can be effectively implemented.
Establish Responsibilities & Interfaces
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Clarification of roles and decision-making authority
Work together across functions
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Development of effective collaboration models
Build skills
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Targeted development of relevant skills
Common questions
"Roles and responsibilities are not clearly defined."
"Collaboration with other departments is limited."
The challenge
Organizational development in procurement involves clearly defining roles, interfaces, and responsibilities to enhance the ability to execute.
Our Approach
amc develops holistic organizational structures based on roles, interfaces, and competency requirements, and integrates them into day-to-day collaboration.
Relation to the purchasing plan
Rely on transparency instead of gut feelings:
Take the Procurement Maturity Assessment now and see at a glance where you stand compared to over 150 companies.
Get a free, in-depth analysis that includes benchmarks by industry and procurement volume—clear, objective, and actionable.
Identify the next steps right away and focus on leveraging the biggest opportunities in your procurement.
Take the Procurement Maturity Assessment now and see at a glance where you stand compared to over 150 companies.
Get a free, in-depth analysis that includes benchmarks by industry and procurement volume—clear, objective, and actionable.
Identify the next steps right away and focus on leveraging the biggest opportunities in your procurement.
Results
Clear organization enhances implementation capacity and acceptance. Typical outcomes include faster decision-making and better collaboration.
Frequently Asked Questions
When is organizational development in procurement a good idea?
When strategies and processes have been defined but fail to be implemented due to structural issues or a lack of collaboration.
Does the organization need to be completely restructured?
No. Often, targeted adjustments to roles, interfaces, and responsibilities are sufficient.
