How technology can level up manufacturing procurement.

By Annessa Fort -  Vice President, Global Portfolio Leader

Let's be honest, manufacturing procurement is a beast. We're juggling supply chains, cost pressures, and the ever-present need for top-tier talent. And in today's fast-paced world, clinging to outdated processes is like trying to race a Ferrari with a horse and buggy.

It's time to talk tech. Not the buzzword-filled, "future of work" jargon, but real, practical solutions that can actually make our lives easier and our operations more efficient.

First Up: HRIS - Your New Best Friend.

How many of us are still drowning in paper forms, spreadsheets, and manual tracking for employee data? It's a time suck, and frankly, it's prone to errors. Implementing a Human Resource Information System (HRIS) isn't just about going digital; it's about streamlining everything from onboarding to performance management.

• The Reality: According to a report by Grand View Research, the global HRIS market is expected to reach USD 37.74 billion by 2028. This growth is driven by the increasing need for organizations to automate HR processes and improve efficiency.
• What it Means for Us: Imagine having all employee data in one centralized, accessible platform. Think about the time saved on generating reports, managing compliance, and tracking training. This frees up our valuable time to focus on strategic procurement initiatives.

Next: AI-Powered Recruitment - Finding the Right People, Faster.

Finding skilled talent in manufacturing is a constant challenge. We're competing for a shrinking pool of qualified candidates, and traditional recruitment methods often fall short. That's where AI-powered recruitment tools come in.

• The Data Speaks: A study by LinkedIn found that AI can reduce time-to-hire by up to 75%. It can also improve candidate quality and reduce bias in the hiring process.
• Why It Matters: AI can help us identify candidates with the specific skills and experience we need, even those who might not be actively looking for a job. It can also automate tasks like resume screening and interview scheduling, freeing up our HR teams to focus on building relationships with top talent.

Finally: Data Analytics - Making Informed Decisions, Not Guesswork.

In procurement, we rely on data to make informed decisions about suppliers, pricing, and inventory. So why wouldn't we do the same for our workforce?

• The Power of Insight: According to Deloitte's Global Human Capital Trends report, organizations that leverage people analytics are 4x more likely to improve business outcomes.
• Applying it to Manufacturing: Data analytics can help us identify skills gaps, predict turnover, and optimize workforce planning. We can use it to track training effectiveness, measure employee engagement, and identify areas for improvement. This allows us to make proactive, data-driven decisions that improve our bottom line.

The Bottom Line:

Embracing technology isn't about chasing the latest shiny object. It's about finding practical solutions that can help us overcome the challenges we face in manufacturing procurement. Investing in HRIS, AI-powered recruitment tools, and data analytics can help us streamline processes, find top talent, and make informed decisions about our workforce.

It's not going to happen overnight. There will be challenges, and there will be a learning curve. But the rewards are worth it. Let's start the conversation, share our experiences, and work together to build a more efficient and effective manufacturing procurement future.