Vendor Managed Inventory (VMI) - Go Beyond the Practice




Vendor Managed Inventory (VMI) has at present gained the power and support to deliver its ‘true’ promise. Though its adoption continues to grow while posing new challenges, VMI is likely to diffuse to a new set of industries triggering the need for multi-vendor management and cross-vendor cooperation.
 
Well, it is no more a concern to ensure adequate inventory or minimize stock-out situations, in their own locations.  Now, the inventory manager is the vendor himself. Globally, firms have recognized the importance of efficiently managing their response to customers (so-called ‘efficient customer response (ECR)’).  This notion has forced several manufacturers and retailers insist on their immediate suppliers to, assume the responsibility of managing inventory and execution of purchase orders on their behalf. Vendors too are displaying keen interest to assume such responsibility as they find it a better way to either insure or optimize their sales.  This philosophy of B2B relationships to realize mutual benefits has placed the vendor in the new role leading to the concept of ‘vendor-managed inventory (VMI).’  However, there are several concerns both current and emerging, which pose a great challenge to the parties involved in VMI.  Addressing those concerns should take an institutional approach as delved in the ensuing discussion.



Vendor’s Resilience Matters

A major concern that is very often questioned in VMI context is, the vendor’s resilience. When firms encounter mammoth increases in demand for their end products, the chances that their suppliers can replenish inventory matching the required levels, are usually low. Vendors can be resilient upto their own maximum capacity to which they can serve. However, once the demand level goes up beyond vendor’s maximum potential, right replenishment of customer’s inventory can’t be guaranteed. 

Service Disruptions Will be There

Though vendors can replenish their customers’ inventory for any level of variability in demand, ensuring timely replenishment at times of trouble can be a major challenge to the vendors. Every time, when emergency situations arise due to unexpected disasters, keeping up the vendor promise is not practical. System and network outages for extended periods can also make the vendors completely handicapped, taking the inventory management into chaos. When conventional or manual systems are leveraged for data sharing, very often, they result in distorted information that leads to mis-communication, ultimately making mess of customer’s inventory management. 

Should Marry Culturally too

 Finding the right ‘fit’ between vendor and customer firms is a very rare thing. Value systems, technology maturity, employee mind-set, service-orientation, performance standards, etc., may vary across both organizations. These cultural differences, pose a greater challenge in achieving seamless integration between both parties. Very often, this factor turns out as a major hurdle while executing VMI process.

Impediments in the Way…

 ‘Information exchange’ is one of the crucial requirements to facilitate collaboration between both parties of VMI practice. Usually, the data with regards to inventory, point of sales (PoS) or demand and sales promotion calendar is provided to the vendor for making timely replenishment decisions. When electronic medium is leveraged for data transfer, data sources and systems of both parties should be seamlessly integrated. However, achieving ‘interoperability’ while linking vendor and customer’s systems is one of the major challenges for successful implementation of VMI. Since data sources and applications are divergent operating on different platforms, ensuring compatibility of such technology integration is a serious issue. As new and sophisticated technologies emerge, or when internal systems are upgraded, convincing the other party of the VMI relationships to upgrade technology is extremely hard.

Information integration is though quite complex and not so a easy task, gaining ‘trust’ between both parties of the VMI is even a greater challenge. Sharing critical information such as demand or PoS data and sales promotion calendar with the vendor is based on the level of confidence and trust that exists between both parties.

On the other hand, personnel of both parties display reluctance to change. In view of the threat of loss of employment, sales force of vendor and buyers or inventory managers of customer organization, resist the move towards VMI adoption.  Overcoming this barrier is highly crucial for successful implementation. But, gaining the employees support is not possible without a meticulous employee-benefit program. Very often, such high-level resistance from employees can have a serious impact on the part of VMI implementation team to address the cultural changes required. Both parties should, therefore, explore reliable change management options to overcome employee resistance.

Continuous trend of globalization is leading to the practice of ‘strategic sourcing’ by customers. This will question the viability of managing customer’s inventory, while offering products at a competitive or discounted price.
 

Bottlenecks Ahead



The ongoing trend of globalization, emergence of extended supply chains, increasing threats and regulations in distribution, and current trends in retail businesses are likely to add few more challenges, predominantly to the vendors and manufacturers. The following are ‘may-be’ concerns that will emerge.



1. Extended supply chain environment is adding new stakeholders like contract manufacturers (CMs) in between vendor and OEMs. This will increase the complexity and distribution costs for the vendor, and creates the need to make changes in their replenishment policies and contracts. Besides, access to inventory data from multiple sources to gain a consolidated view is not so easy task for both VMI parties.



2.  Vendors will have to comply with the emerging transportation and distribution regulations in the process of executing replenishment plan, particularly in case of pharma and biotech industries.



3.  Similarly, the emerging distribution challenges such as cross-border terrorism or bio-terrorism, etc., should be effectively managed, particularly by the manufacturers when replenishing inventory at distributor or retailer’s location.



4. Retail industry consolidation and the ongoing power-shift from manufacturers to retailers may throw several challenges. One significant challenge could be managing the threat of increased demand for additional services from the ‘big-box’ retailers.



5.  Another significant trend in retailing is the emergence of network of multiple retail outlets distributed geographically. As retailer’s operations grow and spread across geography, managing and replenishing ‘islands of inventory’ becomes more complex and challenging.



6.  With increasing cost of working capital, vendors may find it difficult to replenish the demanded inventory beyond certain level at customers’ place, at promised rate.



7. As demand variability increases, vendors should make necessary preparations to replenish customer’s inventory, ‘on-demand’. To ensure on-demand inventory replenishment, suppliers should set up distribution centers (DC) or warehouses at customer’s proximity, which may increase the operating costs of the vendor.

Govern ‘Board of Vendors’

Instituting VMI practice across all suppliers is a herculean task.  Particularly, manufacturers find it very hard to convince all part/component vendors to offer the vendor-managed inventory services. In the absence of such multi-vendor managed inventory, it turns out to be very hard on the part of manufacturer to ensure absolute ‘synch’ of inventory across all parts/components. On the other hand, governing cross-vendor relationships emerges as a great challenge as multiple vendors agree for offering inventory management services. This leads to the other challenge i.e., managing synchronization of ‘inventory replenishment’ across all parts suppliers.

Manage Cross-Vendor Partnerships

When same parts are sourced from multiple vendors, what is the chance that all suppliers offer vendor-managed inventory services? Infact, it becomes a tough deal to convince every one on the board. Even if everything goes well, ensuring accuracy of replenishment decisions made by each supplier, in isolation, is hard unless cross-vendor cooperation and seamless visibility into the customer’s inventory are instituted. However, on the other hand, cultural differences and lack of process or technology standardization across vendors may strongly affect continuity of operations. 
 
With advancements in data collection and integration technologies, there will be breakthrough improvements in VMI potential. A seamless integration is possible now that can promise real-time visibility into how products are selling, giving the on-demand and accurate replenishment capabilities. On the other hand, the move towards seamless e-business integration and increased adoption of B2B collaboration, are likely to create a congenial environment for the VMI to flourish. As a result of these, vendors and manufacturers are empowered further to reap the true benefits of VMI.

What it Takes to Transform Lean?


Five-decades old philosophy – lean management, is now extended beyond the shop floors. It is gaining traction in other functions and sectors too, instead just confining to manufacturing houses. During last three decades, many green field manufacturers have successfully demonstrated the value of converting lean. But the question - how to transform lean successfully, yet remains a complex puzzle. 

Successfully converting an enterprise or a function into lean is exceptionally challenging and a special area by itself. While returns dominate the risks involved, setting a reliable stage for launching, creating the essential organization climate and changing peoples’ mindset and culture, are herculean tasks. What is dicey thing to most lean practitioners is, what is aimed at, where to start and how to go about. Setting the right direction is possible only via sheer vision and foresight. And this demands mastery in lean thinking and as well as the art of teaching lean principles across the organization. Of course, instituting a learning culture cannot be ignored in such an effort. Gaining momentum across both, board and shop floor is possible through a holistic marketing effort.  Infact it is more than a selling job, to the leadership at all levels. Managing sustenance of lean thinking and as well making efforts in that direction is, of sure, more than just challenging. Some times they fall in quite tricky situations not knowing what to answer when people ask about results of lean efforts. Even at a later stage, after investing so much time and efforts the leaders do have hardly anything to show. And therefore, holding people and continuing them to think lean is a continuous challenge. It is also hard to insure employees’ commitment even after buying-in them at the time when lean efforts were actually launched. 

Enterprise Change & Transformational Leadership
Transforming into lean is a continuous journey and just cannot be realized overnight. Moving towards lean enterprise calls for a radical change that - people in the boardroom to blue-collar machinists in the shop floor doesn’t wish to undergo. It involves fundamental changes in the organization’s social system before any process can be improved. In one way, lean transformation is a strategic movement and involves massive organization-wide change. To take it forward smoothly and seamlessly, an extra-ordinary leadership with proven expertise, vision and persistence is critical and forms as one of the pillars of successful lean implementation. Very few leaders have the mastery in driving towards lean successfully. For instance, Eiji Toyoda, as a CEO mastered the art of lean transformation. Toyoda was committed and consistently emphasized on lean principles to transform Toyota into lean enterprise. Though lean principles look simpler to understand, they are quite tricky for the managers to integrate into their daily managerial practice. What should be achieved is often a puzzle before the leadership that comes only through at least decade-long lean learning efforts. A true lean transformation should start with learning the lean tools while applying the principles under the guidance of masters. But this can be done only when we believe in the lean principles.


HR and Culture
 

While all the enterprise sub-systems are equally important, the role of Human Resource (HR) is indispensable. Workforce participation and their involvement help sustain the momentum and accelerate lean transformation efforts. HR departments should, therefore, play a crucial role in realizing the full potential of HR. They should address the challenge of better engaging their full human potential for successful lean transformation. To ensure a smooth sail, a congenial organizational climate is required. A concrete culture of commitment, teamwork, persistence, learning, communication and measurement should be promoted among the organizational members. Above all, a strong and sustained belief in lean principles should be induced in every organization’s corner. If people don’t see immediate results they simply lose faith in it and may give up. Whether CEO or a machine operator, irrespective of their role everyone who is part of the organization should devote an eye to look for lean opportunities. Along with ‘top-down’ initiatives, ‘bottom-up’ lean ideas should be promoted because that’s where the knowledge for lean opportunities exists.  After all it is the bottom-line people, who are first exposed to process hurdles, time delays, idle resources, redundant tasks and unwanted steps. 


Sustained Focus

Many organizations start off lean initiatives ambitiously but fail to sustain their focus to complete lean transformation. There are hardly companies that have claimed as lean organizations years after they kick off lean efforts. As lean journey is a never-ending story, the management should change its own mindset first. Organizations aiming to become lean should treat lean as a persistent effort to eliminate waste and an ongoing improvement effort. At the same time, it should ensure buy-in from all the employees. Regular attempts should be made by the leadership at all levels to continue or restart the journey. A culture of review and reinforcement of lean activities on a weekly basis at least if not on a daily-basis, should be instituted.

Tools and Practices

Taking care of the human-side is just not enough. Lean success comes only when demonstrated practices are also implemented employing the enabling tools. Practices such as Just-in-time (JIT), business process reengineering (BPR), total quality control (TQC), total productivity management (TPM), continuous process improvement (CPI) and value stream mapping (VSM) are applied on a continuous basis to shape organizations into lean.  Six sigma, kanban, Toyota production system (TPS), enterprise resource planning (ERP), etc. are some well accepted tools and/or solutions that enable lean implementation.

There is no hard and fast rule saying that lean initiatives should be started in a big way.  It need not necessarily be carried simultaneously across all functions in the organization. Indeed, lean practices and the enabling solutions can be applied based on the objective assessment of available lean opportunities and firm’s goals. Lean transformation efforts can start small in the shop floor or in any function, and slowly evolve into an enterprise-wide movement. But, the real support should come from the boardroom. When lean becomes an organization-wide philosophy, a culture of knowledge sharing in between departments help avoid reinventing cycles.

Solid, Sponsored & Synchronized Intiative

Evolving into a Lean Enterprise will take a firm, almost 18 - 24 months on an average (“Building a lean enterprise” by AME Info, November 20 - 2004). Though a path-breaking strategy to achieve growth, the Lean Enterprise journey is not a simple or easy task.  For many firms, it requires more than just changing their functional practices and associated work cultures.  A solid road-map is critical to transform into a lean enterprise. Most importantly, lean should be the business priority. Top management support and sponsorship is critical, as the line managers usually resist unless there is pressure from the top. As part of developing the business case, the departments should articulate the need for improvement.  Change towards an operational culture should be encouraged, wherein the employees feel empowered to make suggestions without fear.  Ongoing reviews such as Kaizen events can help address such challenges. A lean organization should be built around a flexible, demand-sensitive model, where production is driven by customer orders and not based on forecasts. Therefore, to realize lean organization, all activities internally across departments should be coordinated and synchronized. The lean journey should also entail extending operational flexibility and visibility to the supply and channel partners
                                      
Fix the New Millennium Challenge

Many green field companies have demonstrated lean success in last few decades. But the situation today is different. Short leadership tenures, age-old facilities designed for high-volumes, real or near-time performance visibility, etc. all makes it hard to practice lean. As the story today is different the lean approach to be applied should be also different.  Even if there is a change in the senior leadership, management should ask successors to continue lean efforts with same level of importance as it was. With globalization, for many firms, the business operations are global. Hence, the facilities should be redesigned for ‘high-volume, high-product mix’, so that lean application becomes feasible. Globalization has also given rise to a multi-cultural challenge.  A huge challenge, which if ignored will simply jeopardize the lean success. Above all, ensuring early and continuous results is critical to instill faith among employees regarding lean practices.  Further, it keeps the drive on by continuously motivating and involving employees. Technology enablers that forms critical support all the way through shouldn’t be ignored. In a nutshell, the mantra to transform lean is ‘people, culture and commitment.’

 

Followers