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Executive briefing procurement academy v2016 04-april-slideshareversion
- 1. Building Your Procurement Academy Implementing a Complete & Sophisticated Competency Building & Learning Program! 1
- 2. About Purchasing & Procurement Center (PPC) Core Offerings Additional Resources 2
- 3. About Purchasing & Procurement Center (PPC) Core Offerings 3
- 4. About Purchasing & Procurement Center 4
- 5. 5 Over 100 Procurement Academies Worldwide & Counting Accredited by the IFPSM (union of 48 associations/ 250,000 members). Their Global Standard is most prestigious, challenging & independent accreditation for educational programs in industry. Awarded the best Custom Academy in Procurement – Procurement Leaders Awards 2015 / talent development initiative
- 6. - The 3 Learning Approaches That Organisations Use to Build People Skills & Talents! - 7 Steps to Building a Pipeline of Talents with World Class Skills - 7 Steps to Making Learning Stick & Applying Learning On the Job There are 3 Concepts to Take Away from This Executive Briefing, Clearly Stated. 6 Why Are We Here Today?
- 7. Why Procurement Academy as per PPC Approach? 7
- 8. Why Procurement Academy? • A Comprehensive A to Z Approach to build Your Team Capabilities to World Class Skills & Competences • Yet, a Flexible Approach that can be plugged in at any stage of your process - competency framework & mapping, - assessments & gap analysis, - customized individual learning & development plans , - blended learning (E-Learning, Exercises, Quizes, Simulations, Application Based Tasks, Classroom trainings) • This is not just training, we’re talking about applying what you learn to Build Team Capabilities. 8
- 9. 9 3 Learning Methods Organisations Use To Build Talent & Team Capability!?
- 10. 1. Traditional Training CPO Roundtable – BCG (Boston Consulting Group) The number one challenge for procurement organisations … training and development … including skill development and career paths. 10
- 11. Results of The Deloitte Global CPO Survey 2016 11
- 12. Results of The Deloitte Global CPO Survey 2016 WHY? 12 As CPOs & Procurement Directors Moan about How their Teams lack the skills to deliver their procurement strategy, the Investment on people development & training has declined over the past 3 years.
- 13. What’s Wrong/The Risk with Using Traditional Trainings As The Only Method of Building Team Capability? 13
- 15. 15 2. Building Individual Knowledge SCHOOL/INSTITUTION 1. Rapid E-Learning (e-books) (to prepare for exams) IMPROVE INDIVIDUAL KNOWLEDGE CERTIFICATION MEANS OBJECTIVE RESULT 2. Learner self-discipline to complete (not company) 3. Standard program = I know
- 16. Certified Soccer Player!? 16 Lionel Messi Forward/Striker Lionel Messi Forward/Striker Pele Forward/Striker Gianluigi Buffon GoalKeeper Oliver Kahn Goalkeeper Maradona Midfielder
- 17. Certified Soccer Player!? 17 Lionel Messi Forward/Striker Lionel Messi Forward/Striker Pele Forward/Striker Gianluigi Buffon GoalKeeper Oliver Kahn Goalkeeper Maradona Midfielder { }
- 18. 18 3. Practical Academy Practical ACADEMYSCHOOL/INSTITUTION 1. Rapid E-Learning & books (to prepare for exams) CERTIFICATION BUILD TEAM CAPABILITY “MAKING IT HAPPEN” 1.Application Based Blended Learning (Cutting Edge E-Learning, Simulations, Application Based Tasks & Class Trainings) MEANS OBJECTIVE RESULT 2. Learner self-discipline to complete (not company) 2. Support team to ensure 99% completion rate 3. Standard program 3. Individual Customized Learning Program Based on Job Role = I know = I applied IMPROVE INDIVIDUAL KNOWLEDGE
- 19. 7 Steps to Building a Practical Academy Step 1 - Competence Mapping Per Job Role 19
- 21. 21 Roles are created to select the right proficiency level. Approach 1 – Multiple Job Roles in Procurement Based on Function & Categories/Products
- 22. 22 Typical Job Roles in Supply Chain
- 23. 23 Approach 2 – One Role, But Each Buyer Buys/Manages Different Products/Categories OR OR
- 24. 24 Approach 3 – Two Main Roles – Procurement & Business Development/Commercial AND
- 25. 25 Definitions Are Used for Each Level To Assign the Right Level to Each Job Role Levels Level 1 : Awareness Level 2 : Understanding Level 3 : Practitioner Level 4 : Expert 01. Sourcing Definition … Definition … Definition … Definition … 02. Negotiation Definition … Definition … Definition … Definition … 03. Legal Definition … Definition … Definition … Definition … 04. Finance Definition … Definition … Definition … Definition … 05. Cost Mgmt. Definition … Definition … Definition … Definition … 06. Operational Procurement Definition … Definition … Definition … Definition … 07. Contract Mgmt. Definition … Definition … Definition … Definition … 08. Category Mgmt. Definition … Definition … Definition … Definition … 09. Strategy Definition … Definition … Definition … Definition … 10. Project Mgmt. Definition … Definition … Definition … Definition … Levels Level 1 : Awareness Level 2 : Understanding Level 3 : Practitioner Level 4 : Expert Sourcing Demonstrates awareness of the sourcing process. Understands the preparation activities of the sourcing process such as data, demand and market analysis. Able to evaluate whether more expertise should be called in. Understands in detail all the steps of the sourcing process. Has knowledge about E- Sourcing. Is able to support the appropriate sourcing approach for one-off sourcing projects. Can run an RFP process. Would require guidance to handle more complex situations. Demonstrates solid knowledge and ability to apply the sourcing process and one-off sourcing projects. Is able to propose and implement the appropriate approach for one- off sourcing and strategic sourcing process. Can set-up simple E-sourcing projects. Would require guidance to handle more complex, strategic sourcing, situations. Demonstrates expert knowledge of strategic and one- off sourcing projects. Can independently run complex (multi-site, multi cultural, high risk) and/or capex sourcing projects. Can run complex E-sourcing projects. Guides other professionals. Develops new approaches, methods or new policies.
- 26. 26 Step 2 – Online Assessment
- 27. 27 Step 3 – Determine The Gap
- 28. 28 Supply Chain Gap Analysis
- 29. 29 PDP - Senior Buyers Module No. Jan-14 Specifications + Stakeholder Mgt 2 Apr-14 Strategic Sourcing 9 May -14 MRO, Inventory & Warehouse Mgt 16 hours Jun-14 Implementing Strategic Sourcing 16 hrs Jul-14 Winning Negotiations 6 Sep-14 Negotiation Preparations 16 hrs Oct-14 Contract Termss + NDA + Incoterms 3 Jan-15 Ll Issues in Purchasing 5 Mar-15 Commercial Contract Terms 16 hrs Apr-15 E-Sourcing 1 Jul-15 Contract Management 6 Jul-15 Materials Management 16 Hours Sep-15 Contract Admin & Management 16 hrs Oct-15 E-Procurement 1 Jan-16 Finance for Non-Finance 5 Apr-16 Total Cost Management 5 Jun-16 Cost, Price & TCO 21 hrs Sep-16 Intro to Category Management 2 Nov-16 Final Assessment 1 Step 4. Build Individual Learning program per buyer, in line with expectations for his/her role and his/her gaps
- 32. 32 Step 5 – Internal Certification Internal Certificate
- 33. Operational Buyer/ Procurement Support Buyer/Procurement Exec/Asst Manager Senior Buyer/Procurement or Contracts Manager Category Manager Procurement Sr. Manager/Director 33 Step 6 - High Staff Morale With a Clear Learning and Career Development Path & Peace of Mind with a Succession Plan
- 34. The International Federation of Purchasing and Supply Management The union of 48 National and Regional Purchasing Associations worldwide. Within this circle, about 250,000 Purchasing Professionals can be reached. 34 Step 7 – International External Certification for KEY PEOPLE ONLY
- 35. MCIPS Member of the Chartered Institute of Purchasing & Supply CPSM Certified Professional in Supply Management CSCP Certified Supply Chain Professional CPIM Certified in Production and Inventory Management 35 Step 7 – International External Certification for KEY PEOPLE ONLY The International Federation of Purchasing and Supply Management The union of 48 National and Regional Purchasing Associations worldwide. Within this circle, about 50,000 Purchasing Professionals can be reached.
- 36. 36 4. Personalized Learning Program What Do You Get From Us? 1. Where Do You Want to Go – Desired/ Target Skills Levels Per Job Role 2. Conduct Online Assessment/Learning Needs Analysis (LNA) 3. Where Are Your Skills Levels Now – Gap Analysis 5. Internal Certification 6. Clear Career Development Path 7. International External Certification for KEY PEOPLE ONLY
- 37. 37 4. Personalized Learning Program What Do You Get From Us? 1. Where Do You Want to Go – Desired/ Target Skills Levels Per Job Role 2. Conduct Online Assessment/Learning Needs Analysis (LNA) 3. Where Are Your Skills Levels Now – Gap Analysis 5. Internal Certification 6. Clear Career Development Path 7. International External Certification for KEY PEOPLE ONLY
- 38. 38 7 Steps to Making Learning Stick as per PPC Method!
- 40. Applying What You Learn & Making it Stick Consistent Follow Up Training Increasingly Application & Learner Focused 1. High Impact E-Learning 2. Built In Notes/Summary in PDF 3. Online Exercises & Quizzes 4. Refresher Courses 5. Simulations 6. Application Based Tasks 7. Classroom/Face to Face Trainings 40
- 41. High Impact & Effortless E-Learning Highest E-Learning quality on market for online supply chain & procurement trainings 41
- 42. High Impact & Effortless E-Learning • Strong Visuals • Superior Scripting • Same Character same face, same color of shirt… • Scenario based–learners observe and apply • Limited info/text on screen • Simultaneously Target Audio & Visual Brain • Over90% of learners highly satisfied 42
- 43. 43 Applying What You Learn & Making it Stick 1. High Impact E-Learning - Retention & Application Based: - Scenario Based with Actual Buyer, Supplier, CPO & other characters relating to day to day work scenarios in procurement & supply chain. 2. Built In Notes/Summary in PDF - Retention - Easy to review (take less than 5 minutes) & increases retention 3. Online Exercises & Quizzes - Retention 3.1. In-course Exercises Build Retention Through Engagement & Participation in Learning. 3.2. End of Courses Assessment for Each Competence (10 to 20 Questions) It is a best practice to use quizzes and exercises as by engaging the learners (two ways learning) their retention will be much higher as compared to passive learning (one way learning – narration only).
- 44. 44 Applying What You Learn & Making it Stick 4. Refreshers Courses - Retention. After Scenario Based E-Learning Individuals Go through a Very Concise Summary of Key Principles. For example e-courses on strategic sourcing are 5 hours learning, whereas refreshers are only 25 minutes. 5. Simulations - Application Based Real Life Problems faced by Supply Chain & Procurement Executives where learners are given the opportunity to apply the concepts learned. Learners are put in a scenario where they are asked to make decisions & given immediate feedback on those decisions. From 5 Hours & 15 Mins to 25 Mins
- 45. 45 Applying What You Learn & Making it Stick 6. Tasks – Application Based After learners complete the 5 steps above, we go even a step further and ensure an immediate application of key learning’s on the job. Each learner will have a number of short job related assignments, in line with the learning plan of said learner. Deliverables are 1 page reports such as “writing a category strategy” or “report on RFP process”. 7. Class/Face to Face Trainings – Retention & Application Based Conducted by world class senior consultants and seal the whole learning experience. They are based on the 80/20 principle – 80% participation based with exercises and questions and answers. 20% lecturing only. THIS 7 STEP METHODOLOGY ENSURES THAT LEARNING IS STORED IN THE LONG TERM MEMORY & APPLIED ON THE JOB
- 46. Making Learning Stick 46 Questions & Answers Classroom Trainings
- 47. 47 Training Success Is Measured With The Kirkpatrick Model SATISFACTION LEARNING IMPACT RESULTS ROI Has The Learner’s Performance Improved? Has The Learner’s Behavior Changed? Is there Knowledge Transfer? Is Training Enjoyable? Measurable ROI Modified from D. Kirkpatrick, Evaluating Training Programs, 1994 87% of learners like the courses 99% of learners complete their courses 76% of learners apply the acquired knowledge 99% of learners reach their target competences Client established ROI
- 49. 1. Build Practical & Application Based Academy “I could not give more praises to your course. Believe me, I have attended 2 procurement courses, and it is nothing compared to yours. I would say it is money well spend for your course.” Eddie Chung - Purchasing Manager - Sanyan Wood Industries, Malaysia Why Purchasing & Procurement Center? “I attended the course with the fear that this would be a math session where all we did was do math exercises. I was extremely happy with the material & the delivery and for the first time in a decade or so of attending trainings in the region I am greatly satisfied with the training.” Mohammed Khaled Al Gussyer - Senior Buyer - SABIC 49
- 50. 2. Individually Customized & Personalized Learning Programs Based on Job Role For Each Executive Why Purchasing & Procurement Center? Procurement Competencies 50
- 51. 3. Your Trusted Board of Expert Advisors - Each Specialized On Own Key Areas Robi Bendorf – CPSM, MCIPS, Lifetime CPM, True Guru of Purchasing Procurement & Sourcing Strategy, Cost Management, Contract Terms & Administration, Supplier Relations Michael Gozzo - CSCP, CPIM, Who’s Who In American Manufacturing Supply Chain, Materials, Inventory, Lean, Supplier Relations Daniel Feiman – CMC Certified, Top 1% in the World Finance For Procurement & Financial Modeling Colin Linton – MCIPS, FCIPS Cost Management, Strategic Sourcing, Category Management, Michal Zieba – Business Negotiator Negotiation Why Purchasing & Procurement Center? 51
- 52. 4. All Done for You! Why Purchasing & Procurement Center? 52 Our Program Mgmt team will take the organisation of Your Academy out of your hands ... to ensure 99% completion rate Largest Program Management team in the industry: • Schedule formal learning paths & formal learning months where we all learn • Personal follow-up service for learners • Heavily involve all managers local through regular & tailored reporting Your Academy will be lived throughout the organization Contact: Manager Name People Development Plan (PDP) & Reporting Phone Email
- 53. 5. AllIn OneApproach - Competence Framework - Competence Mapping/Matrix Per Job Role - Gap Analysis - Individual Blended Learning Plan - Most Advanced E-learning with Exercises, Simulations & Online Tasks - Focused on Application to Build Team Capability - Certification Comprehensive Yet Flexible Why Purchasing & Procurement Center? 53
- 54. Summary 1. Full Academy Design Competence Maps/Matrixes, Assessment & Gap Analysis, E-Learning, Simulations, Application Based Tasks, Classroom Trainings 2. Pick & Choose Combinations From the Above - Competence Maps - Assessment & Gap Analysis - E-Learning, Simulations & Tasks - Classroom Trainings 54
- 55. Based on What You’ve Seen So Far, Could You Benefit from This In-Depth Approach To Building Team Capability? 55 1 Final Question YES, I am interested & need more info to fully qualify & select PPC as a supplier! NO, I am Not Interested
- 56. Qualifying & Selecting Suppliers • Quality - Will ourPeople Watch it/Participate Successfully? - Check sample product • Comprehensive Yet Customized - Job Mapping - Gap/Learning Need Analysis - Blended Learning (e-learning + Class training) • Price - Compare with other similar vendors • Capability to Deliver - Previous experiencewith this supplier - References 56
- 57. 57 People won't believe we can fly unless we show them. Orville Wright
- 58. Yes! Pilot Project For Free For Those Seriously Looking To Implement This Soon!!! Worth Over USD 10,000 Pioneering, piloting & testing the whole Academy Approach Without any Financial Cost so that you know what you get before you pay a single cent. Try Before You Buy 58
- 59. WhyAre WeOffering a Free Pilot? 1. You experience & see for yourself what you get. NOT telling, but Show & Experience it. 2. Once Completed Almost everyone confirms & becomes a client. 3. Leaders are Different & Confident. As Leaders in Setting Up Supply Chain & Procurement Academies we are Confident Enough to Let You Try Before You Buy. 59
- 60. DON’T DO THE PILOT IF … 60 You Don’t see yourself as ready to go ahead later
- 61. Yes! Piloting & Testing WITHOUT any financial commitment: 61 1. Design Sample Competence Maps/Matrix for Your Roles With Sample Learning Plans = Worth USD 7,995 Your Commitment = 15 Minutes To Send Us Your Indicated Levels of Competence for Your Job Role
- 62. Yes! Piloting & Testing WITHOUT any financial commitment : 62 2. Sample Kick Off Meeting Walking You Through as If You Already Were a Client = Worth USD 1,995 Your Commitment = 35 Minutes For the 2nd Online Meeting
- 63. Yes! Piloting & Testing WITHOUT any financial commitment from your side: 63 3. Free Online Learning Needs Analysis (LNA) = Worth USD 295 per User & Free Access to Sample E-Learning, Exercises & Simulations Bundle = Worth USD 1,895 Per User Your Commitment = 2 Hours a.To Take the Online Learning Needs Analysis (LNA), b.Watch the E-Learning c.Give Feedback/Evaluate
- 64. Yes! Your Final Commitment When Positive Feedback To Make a Business Case to Your Top Management to Implement The Academy 64 YES
Editor's Notes
- Questions to answer during the presentation: What can you do for us? How does this apply to us? This was asked by CEO of MNRB Mohd Din Merican, by stating that they don’t buy much since they’re a financial institution – insurance. To illustrated this need to tell more stories that will possibly make them related to it. 2. Is your service similar to other companies that offer process improvement? No, as we’re focused on procurement. What happens is that you may hire a big 5 company. They’ll do the gap analysis and then offer what you need to do. We’re different in 2 things: Solely focused on procurement – you’ll get a much more detailed and specialiased analysis We tell not only what to do, but also teach you and your people how to do it – knowledge transfer. Example, Al-Hassan group in Oman hired us for a 4 days project focusing only on Strategic Sourcing, since that was one of the areas that their consultant told they need to improve. And they said after the 4 days that they could have save USD 1.2 Million for one of their projects which was part of what we reviewed during the 4 days. 3. How Can we Open the Wounds More? This simply means to offer more info that will open up their problems. Right Now I’m not seeing that my presentation opens up any wound – unless they feel some pain they will not buy. The key here is to make them envision that what might go wrong will go wrong in their organisation – certainly the best approach is to bring/mention something that they already did wrong OR DURING THE PRESENTATION ASK A RHETORICAL QUESTIONS – WHAT ARE 2 things you are doing well? And What are 2 things that you can improve in procurement? What would happen if those 2 things remain the same? Can possibly put them in 1 slide under the heading “WHAT CAN WE DO FOR YOU?’” – EXPLAIN THAT THEY CAN BETTER ANSWER THAT QUESTION BY SIMPLY ANALYSING THE FOLLOWING 3 QUESTIONS Then explain that some potential answers are: WHAT ARE 2 things you are doing well? (Focusing on Cost Reduction, state that this is something they need to capitalise and use more eg great relations with key suppliers, systems in place, software in place, support from CEO, 2. What are 2 things that you can improve in procurement? (having better people hire or train, better suppliers (qualify and hire), no contract delays, suppliers do what they promised to do – imagine what your day be like if suppliers did ALL they promised to do, no contract changes, suppliers deliver on time and with quality, end users can be more co-operative, have proper cost savings and cost avoidance definitions, simple cost savings reports 3. What would happen if those 2 things remain the same? (e.g. Extreme, I’ll get fired from my job, headache, backache, boss/shareholders/board of directors stress, no promotion, frustrated Find out from newspapers and online research what are the latest development for companies in the past 3 months and change the presentation to include those things eg if we were pitching SOCSO in 2011 we would show how to help them in their IT Contracts. Tell stories that show some painful situation that was solved from us or any of our senior consultants - Tell the story of 2 sisters cheating department of defence in US due to a computer glitch – charges for courier up to USD 1 Million
- What we are going to show today is something unique because we’ve combined all the steps that supply chain and procurement executives need in building their skills and competences. This results in an approach that is comprehensive and builds each person skills based on his job role – what he does on a day to day basis. Due to the fact that we’re a boutique organisation focused solely on building procurement competences you get all these at the lowest total cost of ownership. I will fully show this later – however I need to mention that what you will get will cost you less than what you would invest for one public training program that you attend for 4 or 5 days. Usually these are priced at 4 or 5 thousand USD, but with us you’ll pay less than that and then you get the full package including all high impact e-learning, simulations, exercises, application based tasks, we build competence maps for each job role including the class trainings as well. So you get more at a lesser investment – that’s why I said lowest Total Cost of Ownership.
- Before I move to the 3 reasons Why Academy as per PPC approach I’d like to quickly mention that at the end I would ask you if the approach we take is beneficial for you. All I would ask is a sincere No or Yes, so that we can take this further – this would not involve any cost on your side. So gentleman can I get your agreement that you give an indication either yes or no at the end, without costs involved?
- http://knowledge.wharton.upenn.edu/article/procurement-challenges-facing-procurement-organizations/
- Academic certification: knowledge gathering – reading books – watching a video’s /fact&figures. We are Cont development, trainings = practice oriented. In future you will see more procurement associations adopting the principle of CEH.
- Academic Certifications are great if you’re a Coach of the team and need to see the bigger picture, but imagine if we were to certify a soccer team – Goalkeeper skills are very different from strikers/forwards.
- Academic Certifications are great if you’re a Coach of the team and need to see the bigger picture, but imagine if we were to certify a soccer team – Goalkeeper skills are very different from strikers/forwards.
- QUESTION – I’d like to ask a question related to building team skills. Currently, How do you build your procurement team skills? Customized & Individual Development Learning Plan Just send for Public trainings In-House or a mixture? HOW MANY TRAINING SESSIONS DID EACH EXECUTIVE ATTEND LAST YEAR? After the Q & A end up with the following: Our Team has a solid track record helping companies build their teams skills to world class standards companies like ......add names here .... the risk of forgetting curves resulting from single shot class trainings and the risk of skills and knowledge obtained going to waste without being applied. As I will soon show we’ve devised a 7 steps methodology to making learning stick ... However let me describe first the 7 steps to building a Practical Procurement Academy.
- What are the Typical Job Roles in your Organisation?
- If you Were to Implement the Academy, what is your approach currently? What Approach Best Describes Your Organisation? What are the Typical Job Roles in your Organisation?
- If you Were to Implement the Academy, what is your approach currently? What Approach Best Describes Your Organisation? What are the Typical Job Roles in your Organisation?
- What kind of competence maps/job role maps do you have in place? If NONE ASK: What’s likely to happen if people continue without competence maps based on each job role?
- IMPACT POINTS When you implement this approach for your own Academy, you’ll find that it will impact your not only your team, but also Finance (budget wise) and possibly training, since they are the ‘custodians’ of everything that relates to people development. What we don’t know yet is how far they are involved in influencing the decision for this and which part? To what extent do you feel training or finance or both should be part of this discussion OR is it the prerogative of procurement to solely decide on this?
- IMPACT POINTS When you implement this approach for your own Academy, you’ll find that it will impact your not only your team, but also Finance (budget wise) and possibly training, since they are the ‘custodians’ of everything that relates to people development. What we don’t know yet is how far they are involved in influencing the decision for this and which part? To what extent do you feel training or finance or both should be part of this discussion OR is it the prerogative of procurement to solely decide on this?
- 1. May I ask about your own experience and approaches – what other approaches you’ve seen or believe are good to use? 2. If you had unlimited resources to do this right, what capabilities or solutions would be on your shopping list? Why? 3. Out of the things you might need, what are 2 or 3 must haves that are a priority for you. Why/What makes you say that?
- 1. May I ask about your own experience and approaches – what other approaches you’ve seen or believe are good to use? 2. If you had unlimited resources to do this right, what capabilities or solutions would be on your shopping list? Why? 3. Out of the things you might need, what are 2 or 3 must haves that are a priority for you. Why/What makes you say that?
- From what I understand is that you’re keen on this and want to find out more how you can implement it, correct? Ok great. What I’m about to share with you is a ‘foolproof’ way for you to test the whole approach so that you know what you’ll get before hand. This is very important to us and to our clients because what we found is that there are mainly 2 reasons or problems why prospects do not become clients: First is their lack of understanding of how this is going to look like once implemented – this was mainly our problem because we needed to make clear our offering and how the end product looks like. Second is the commitment that our clients need to carry this out. And we’ve cracked both problems … by providing … a FREE PILOT PROJECT.
- Explain that the Wright Brothers got their patents in 1903 but could not yet fly. And only 5 years later in 1908 they managed to fly. I’d like to do what Wright brothers did in 1908. We’ve explained the whole approach but no matter how much I explain no one will be able to grasp how it is going to work for them/you, unless we show you. And that’s what I want to do – Show You how this will work for you and you will EXPERIENCE the whole approach as if are already a paid client.
- First nominate 1 to 3 people from your team – ideally 3 Heads of different sections eg Contracts/Supplier Relations, Category Management, Cost Management. What sections you have there under procurement? Based on these we’ll design your competence maps for each job role and your personal learning plan. But we don’t stop there. We’ll then have a meeting together – the same meeting with set up with our clients after they confirm, where we walk you through the 8 steps of implementation, as if you already confirmed this. This will show how these maps and learning plan come together with assessments and certifications. And then we’ll grant access to you as if you already were a client for an online assessment and samples All in all you will know everything you need to know about how this work and what you will get, so that when you confirm there are no doubts or questions or clarifications. All will be crystal clear – does this makes sense? Excellent – let’s agree to the kick off meeting then …
- First nominate 1 to 3 people from your team – ideally 3 Heads of different sections eg Contracts/Supplier Relations, Category Management, Cost Management. What sections you have there under procurement? Based on these we’ll design your competence maps for each job role and your personal learning plan. But we don’t stop there. We’ll then have a meeting together – the same meeting with set up with our clients after they confirm, where we walk you through the 8 steps of implementation, as if you already confirmed this. This will show how these maps and learning plan come together with assessments and certifications. And then we’ll grant access to you as if you already were a client for an online assessment and samples All in all you will know everything you need to know about how this work and what you will get, so that when you confirm there are no doubts or questions or clarifications. All will be crystal clear – does this makes sense? Excellent – let’s agree to the kick off meeting then …
- HERE MENTION This step might involve 1 to 4 or 5 people depending on how many people you have in your deparment. Let me explain Less than 20 people – 1 to 2 people 21 to 50 people – 2 to 3 people 51 to 100 people - 3 to 4 people for pilot 100 and above - 5 people for pilot HOW MANY PEOPLE ARE THERE IN THE DEPARTMENT? WHICH FUNCTIONS? WHO DO YOU THINK SHOULD BE PART OF THE PILOT?
- First nominate 1 to 3 people from your team – ideally 3 Heads of different sections eg Contracts/Supplier Relations, Category Management, Cost Management. What sections you have there under procurement? Based on these we’ll design your competence maps for each job role and your personal learning plan. But we don’t stop there. We’ll then have a meeting together – the same meeting with set up with our clients after they confirm, where we walk you through the 8 steps of implementation, as if you already confirmed this. This will show how these maps and learning plan come together with assessments and certifications. And then we’ll grant access to you as if you already were a client for an online assessment and samples All in all you will know everything you need to know about how this work and what you will get, so that when you confirm there are no doubts or questions or clarifications. All will be crystal clear – does this makes sense? Excellent – let’s agree to the kick off meeting then …
- Based on what I’ve already mentioned for the PILOT do you think this will give sufficient information for you to make a decision? If yes, great. If NO, WHY NOT? What else do you need to make a decision on this?