Showing posts with label Texas A M University. Show all posts
Showing posts with label Texas A M University. Show all posts

Monday, July 30, 2012

Purchasing Outsourcing


“The Challenges and Opportunities associated with Purchasing Outsourcing”

Outsourcing of procurement activities is on the rise and is being broadly adopted across many industry segments (Morphy, 2012).  The current economic environment has increased interest in purchasing outsourcing as companies look for new ways to sustain profits through increasing operational efficiencies and make significant reductions in their cost structures.  While outsourcing of HR and F&A (finance and accounting) is a common practice, procurement outsourcing is becoming increasingly accepted as a more viable strategy for both cost and performance improvements.  A strategic approach recognizes that the primary benefit, however, is not in reducing costs of the procurement organization, but of creating value from corporate spend.  Since the early 2000s, leading organizations have changed their perspective of procurement organization from that of a cost center to a profit center, which has given a new dimension to procurement as  a “game changer.”

Traditionally, the  focus of procurement outsourcing has been on transactional purchasing activities that involve select portions of  indirect spend.  These include processing purchase requisitions and purchase orders, managing simple RFQs, and invoice matching and payment.  However, the increased availability of global skills in terms of process and technology has created the opportunity not only to standardize and automate procurement processes, but also to leverage improved performance and best-in-class services by moving value-added activities to a third party specialist.  With companies increasing their focus on core business processes to gain a competitive advantage, they are more open to outsourcing strategic procurement efforts such as contract management.  Areas within the procurement process can be categorized as core and non-core activities and selected ones identified as individual opportunity areas to be outsourced.  The supply base has developed significantly in recent years and features a number of major service providers like IBM Global Services and Accenture that are capable of supporting high-quality outsourced strategic procurement efforts.

With the wide range of service provider skills and offerings currently available, selecting the right procurement service provider (PSP) presents a major challenge.  There are many new entrants in this immature and confusing market, and in some cases such as category-specific specialists, offerings are still under development.  While a firm that engages a call-center vendor can feel secure about the services to be provided, the same cannot be said of the procurement manager who is considering outsourcing strategic sourcing or category management.  Exercising “buyer’s caution” is the strategy to be followed when evaluating the specifics of services offered and vendors’ competencies.  Vendors should be assessed in such areas as category expertise and use of best practices, technological tools and degree of automation utilized, size and appropriateness of supplier network, ability to analyze spending patterns and aggregate spend, level of supplier management provided, track record/references for handling processes of similar size and scope, and willingness to sign a carefully constructed Service Agreement (SLA), among other things.

Just as vendor solutions vary widely, so do contract methods, and the ultimate success or failure of an outsourcing agreement may very well lie in the contracting process.  A detailed contract should include SLAs that define responsibilities and service-level expectations, as well as  provide process-specific metrics and milestones,  a clear statement of the value-based pricing by which solution fees are determined, a dispute resolution process, and an exit strategy in the event of an unforeseen situation such as bankruptcy.  At the present time, there are no standardized contracts for the three categories of PSPs:  transaction-focused providers; category specialists; and comprehensive service providers, such as IBM and Accenture, which offer business process outsourcers and procurement specialists.  The many different types of procurement contracts and the variety of options for each provider classification represent a major challenge in the outsourcing decision and vendor-selection process.

Outsourcing a procurement operation or activity to a PSP presents other considerations for an organization, such as a need for transparency in pricing/costing.  Depending on the extent of outsourcing,  significant change management is often required.  Firms need to manage carefully the transition of business processes to PSPs to facilitate continuity and to ensure that internal employees do not feel threatened and are motivated to make the process work.  Supply management professionals worry about losing direct contact with suppliers and staying up-to-date on new procurement technology and current trends in the marketplace.  Data integration raises concerns about the use and ownership of proprietary information and technology.  In short, procurement is not as easily outsourced as other functions because procurement results tie directly into a firm’s cost of goods sold and profit and loss statement.

Purchased goods and services account for a little more than half of every dollar of revenue, and 80 percent of their cost is set by the end of the design and sourcing cycles (Morphy, 2012).  Thus, sourcing can provide  the single largest opportunity for an organization to reduce costs.  Procurement outsourcing is well suited to companies faced with increased global competitive pressures and rising demands to cut costs and improve shareholder value.  Industry research by the Boston-based Aberdeen Group reports that procurement outsourcing can provide dramatic improvements in procurement efficiency and effectiveness as follows:
  • an increase of 28% in average savings from sourcing
  • an increase of 18% in spend under management
  • an improvement of 31% in contract compliance
  • an increase of 32% in the percentage of suppliers enabled

In addition, operational costs can be reduced 15 to 20 percent through process improvement, staff right-sizing, labor arbitrage, and achieving economies of scale (qtd. from Huber & Minahan, 2011).  Aberdeen’s research into U.S. and European companies’ sourcing, procurement, and supply management practices indicates that even the largest firms do not have the skills, expertise, and infrastructure required to effectively manage procurement across all spending categories.  In general, because most companies do not handle procurement very well when left to their own devices, companies of any size—small, medium, or large—could utilize some level of procurement outsourcing to their benefit, particularly for indirect goods and services.           


Senior management must realize that viewing procurement outsourcing as a long-term endeavor and making substantial investments in sourcing policies will produce tangible results.  Adopters  need to assess carefully the comparative costs and risks of insourcing versus outsourcing specific procurement activities, manage potential risks, and put sufficient effort into process design and optimization.  It is critical for supply management professionals to understand that outsourcing the management of procurement activities does not release them from responsibility and that outsourcing procurement must be managed on a continuous basis.  Because the procurement outsourcing market is a “buyer’s market,” firms should  work with PSPs to devise the solution that best fits their business environment and strategic objectives. 

Copyright 2012.  James L. Alyea.  All Rights Reserved.

For more information, please contact Jimmy Alyea:


Works Cited

Aberdeen Group.  (2006).  You will outsource procurement:  here’s why and how.  mThink Knowledge.   Retrieved from http://mthink.com/content/you-will-outsource-procurement-  heres-why-and-how

Huber, B. & Minahan.T.  (2011).  Procurement outsourcing:  not an all or nothing value proposition.  TPI Information Services Group.  Retrieved from www.tpi.net/.../papers/Ariba-TPI-Procurement-Outsourcing.pdf

Morphy, E. (2012, July 27). Latest trend in SCM:  outsourcing procurement.  E-Commerce Times. Retrieved from http://www.crmbuyer.com/story/19783.html

Thursday, June 28, 2012

Continuous Quality Improvement Strategy


Analysis of, “Continuous Quality Improvement as a Survival Strategy:
The Southern Pacific Experience”

When the Southern Pacific Railroad (SP) was purchased for $1 billion by businessman Philip Anschutz in 1988, the company was in a period of decline and struggling to survive.  For every dollar collected from shippers, it was costing SP $1.03 to haul their freight.  Southern Pacific had been without leadership for almost two decades and had been held in trust the preceding five years following a failed 1983 merger.  Anschutz found himself with a 150-year-old railroad with low morale, hostile customers, thin management, and not enough investment in plant and equipment and training.  In addition, the new company was not a single entity, but rather a collection of divisions and subsidiary railroads, each fiercely independent.  He knew he had to fix the company quickly, but also sensibly:  his solution, a total re-focus on customers and a Deming strategy of continuous quality improvement (CQI).

In 1989, Anschutz made top management changes by bringing in an expensive, but highly experienced team of all-stars who had held senior positions in companies with successful CQI programs.   Kent Sterett, a long-time proponent of Juran’s strategic-planning processes and a former judge for the Baldrige Award competition, brought a fresh perspective on quality.  He had set up Union Pacific’s pace-setting Quality Management System, and he did the same for SP in 1990 (Welty, 1992).  The new executive team made a series of benchmarking trips to such quality leaders as Xerox and Milliken where it was impressed by the first-line employees’ involvement in quality.  After a pilot program tested in SP’s Eastern region showed that quality could make a difference, Anschutz began implementing a three-phase quality improvement turnaround strategy in 1990.

Because of the company’s rapidly deteriorating situation, Anschutz was operating on a tighter time schedule than was traditionally thought to be wise for implementing CQI.  Using  Juran’s planning-based approach to improvements, a strategy was developed based on Malcolm Baldrige Award criteria to help top management lead the quality-improvement  process.  The CIO, COO, and the Vice Presidents became the Quality Council.   The design phase began with one-on-one leadership training for upper management.  Based on information gained from the previous benchmarking trips, management group sessions were used to identify techniques that would be most beneficial to SP and its unique needs and to determine key-performance indicators.  A mission statement was developed, objectives for 1991 were set, and a five-year strategy was designed. 

With an action plan and a framework in place, management began to introduce its quality improvement strategy to employees in November, 1990.  In a geographically dispersed company with multiple cultures operating in a turf-protecting mode, changing the behavior of the entire workforce was a monumental task.  Not only was the company operating with a workforce that was older in age than is typical in U.S. industry (some were third generation SP workers),  but it was one that was more than 90 percent unionized by 14 different craft unions.  If all employees had been confronted instantly with QI, anarchy would have probably resulted  from trying to tackle too much at once.

Instead, role modeling by top management and a series of 125 “town hall” meetings led by corporate officers, not first-line supervisors, were held to tell more than 13,000 workers about the quality-driven approach to doing business.  Executive work days were initiated during which corporate officers were out on the track and yards working side-by-side with employees.  Their presence demonstrated the importance of “team play” and helped dissolve distrust that existed between labor and management.  Fifty union leaders were brought to San Francisco and shown the dismal operating performance data, after which they were asked to participate in critiquing the new CSI strategy.  All but 2 of the 14 unions participated.  In addition, forums were set up with union representatives and employees to open communication lines and to identify the common grounds of quality for both groups.  Involving union leaders in management meetings was a first for the industry, but it worked! 

SP’s formal quality program began in May, 1991.  Almost immediately, a blind survey was sent to 600 customers to monitor customer satisfaction (Delsanter, 1992).  Because current customers were never certain if their shipments would arrive on time, initial findings showed customers wanted consistent, quick, on-time service, every day.   These survey results were used as a baseline from which subsequent surveys were analyzed for progress, and improving service reliability became the cornerstone of  SP’s quality efforts.  As SP’s chairman Philip Anschutz stated, the old way of doing business—“you need us more than we need you”—was out (Lustig, 1992).  He wanted to show customers that the new way—with buzzwords such as “quality” and “customer driven”—was in.  To communicate its commitment to customers, management created “the New SP” train that began a 45-day, 20-city, 11-state tour in March, 1992.  At the train’s last stop, SP President Mike Mohan re-emphasized the train’s message to customers:  “SP’s goal is to meet or exceed your needs!”

To this end, SP invested significantly in quality education, with a strong focus on the team approach.  All courses were rolled out in 1991.  Railway-specific training courses included team leadership training, facilitators training, and team members training.  Also included were courses for statistical process control and management quality improvement training.  By November, 1991, more than 600 team leaders had completed training, and 400 quality improvement teams had been formed, with approximately 12 percent of employees working on problem solving  (Delsanter, 2009).  By mid-1992, 900 teams were operating, with 20 percent of SP’s workforce participating in one or more teams, 25 percent of which were cross-functional.  Newly formed Regional steering committees included a “quality facilitator” to support team activities when a line supervisor was unsupportive.  These teams were dedicated to building customer satisfaction through a continuous quality improvement process. 

Launching a quality improvement process in record time takes total top management commitment and a clear understanding of the quality process.  SP has done this, with some of the most experienced “quality” people in the industry managing the CQI program.  Hallmarks of the program include strong leadership, role modeling and other involvement by top management; benchmarking; developing action plans; involving unions; involving managers in process improvement;  and providing quality education and team training for all employees.  Normally, these activities would have been done one at a time.  In SP’s case, they were done in parallel or almost simultaneously, but they were done correctly by knowledgeable leaders employing a combination of Juran, Deming, and Japanese quality concepts that best fit SP’s unique circumstances.

As of this writing (Spring, 1993), SP owner Anshutz appears to have been correct in his conviction that CQI was the correct survival strategy to bring about a successful turnaround.  While not yet getting SP to the break-even point, there was a $43 million improvement in the bottom line during 1991-1992, the first year of the CQI program.  It will not take nearly that much improvement in 1993 to make the company profitable.  By closely listening to what its customers want and by applying the quality process, SP is transforming itself into a customer-driven, cost-effective transportation provider.  If it continues at its present pace, it will be successful.

In 1996, Southern Pacific was the sixth-largest railroad in the U.S. with over $3 billion in revenues and over 15,000 miles of track.  At the end of 1995, an agreement was made with Union Pacific Corp. to purchase Southern Pacific Rail Corp. for $3.9 billion (Ortega, 1995). 

Copyright 2012 James L. Alyea. All Rights Reserved.

For more information, please contact Jimmy Alyea:



Carman, J.   (1993, Spring).  Continuous quality improvement as a survival strategy:  the
Southern Pacific experience.  California Management Review 35.3.  Retrieved from
http://search.proquest.com.ezproxy.uhd.edu/docview/2161493050034158

Delsanter, J.  (1992, February).  On the right track.  TQM Magazine 4.1.  Retrieved from
http:/dx.doi.org/10.1108/09544789210034158

Lustig, D.  (1992, October).  The “new” Southern Pacific.  Trains 51.10.  Retrieved from
ABI/INFORM complete, Trains.com

Ortega, F.  (1995, August 4).  SP’s chairman turns attention to oil and gas and new areas.  Wall
Street Journal.  Retrieved from http://search.proquest.com.ezproxy.uhd.edu/docprintview/39862909

Welty, G.  (1992, November).  SP’s quality comeback.  Railway Age 193.11.  Retrieved from
http://search.proquest.com.ezproxy.uhd.edu/docview/203752918


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Saturday, October 8, 2011

Jimmy Alyea's Education

University of Houston - Downtown;  Houston, Texas
B.B.A. - Supply Chain Management (2012)
-Procurement, Supply Chain Management, and Logistics
-College of Business - Dean's List, 2011
-Tau Sigma - National Honor Society 

Houston Baptist University;  Houston, Texas
M.B.A. (2008)
-Studied the "Balanced Scorecard" approach to Operations Management
-Developed a "Go Green" environmental plan for the Houston Texans
-Certificate of Recognition in Business and Public Policy - The Washington Campus (Washington, D.C.) 

Texas A&M University;  College Station, Texas
B.B.A. - Marketing (2001)
-American Marketing Association (AMA) - President
-Business Student Council - AMA Representative
-Business Career Fair - Event Director


Episcopal High School Bellaire, Texas
H.S. Diploma (1997)
-National Honor Society member

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