Developing a partner agency's logistics capacity
I’m supporting a national partner organisation to develop their supply chain capacity – from strategy to implementation. I have a few questions on this and hope I’m not taking too many liberties seeking your assistance for the following:
1) I’m clear, as are my national counter-parts, that the start point is a supply chain strategy encompassing their current and planned activities. Would you know if there’s a guidance document setting out how to develop such a strategy, or at least some form of Supply Chain strategy template to act as guidance?
2) Once the strategy is set and agreed, we know we will have to recruit some positions following a gap analysis. I’m fairly sure I can find template job description and person specifications, I’m less sure where I might find sample interview documents, ideally with guidance for tests and the interview questions (and preferred responses). Again, I’m hoping you can help.
3) And lastly – once we have the strategy in place and posts recruited, we know we need to manage the performance of the individuals and ideally look to include some form of continuous personal development (CPD) component. Is there any standard guidance and templates that support the management and development of staff and volunteers?
- Strategy development
It is likely that a local NGO will not have developed an in depth supply chain strategy. There are a number of points which you should raise at a high level within your organization to assist with this task: a) The type of activity the organisation wants to get involved in (organisation’s core activities) b) Is your organisation becoming involved in emergency relief or more development / long term activities? c) The type of emergency the organisation will get involved in (natural disaster/ civil conflict etc) and then sub divide natural disasters into cyclical and non cyclical disasters d) the geographical areas in which the organisation may want to operate. Are there limitations regarding accessibility for the organisation, or finance constraints?
Armed with this information based on the organisation’s strategy, the logistics planner can identify the logistical needs which can be addressed and prepare logistical proposals which must eventually tie into the overall organisational strategy including: a) Location and size of contingency stock b) Identification of suppliers and consequent lead periods for the stock ordering processes c) Preparation of long term (or frame) agreements if possible d) Identification of staffing needs e) Preparation of terms of reference for staff f) Identifying delays in the mobilisation of staff and any surge capacity that can be used
For a useful detailed discussion of different strategy types in the commercial sector, go to http://www.supplychainquarterly.com/t...
Your own agency should be able to advise you on this process and supply someone to sit on an interview panel. Here are some generic recommendations.
First prepare for the interview by establishing an interview technique; in a panel interview different panel members can concentrate on different aspects. Different types of questions elicit different types of responses and maintain different levels of control. An effective interviewer knows what type of questions to ask to get particular responses. To encourage an interviewee to talk the interviewer should ask open ended or hypothetical open ended questions. Effective interviewers also know what type of questions give them most control and what questions give more control to the person being interviewed
Consider the different type of interview questions a) Open ended questions b) Hypothetical open ended questions c) Direct Specific Questions d) Closed Questions e) Loaded Questions The different interview techniques should be integrated into the organisation’s Human Resources toolbox.
You can draw up a matrix to enable panel members to score the interviewee on the different attributes and skills necessary form the post.
The subject of the interview questions will obviously depend on the position which is being interviewed.
You should test the interviewee’s interest in the post and likely enthusiasm for the work by asking what they know about your organization and its work; a good interviewee will have done some research.
You will have to work with the selected individual so their personality and character will play a large role in the final selection.
There are good pointers on conducting ... (more)
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