Procurement skills and employee career development
Procurement skill’s and employee career development – Build capability and provide opportunities for career progression for your team through clearly articulated and differentiated skill requirements across the procurement organization.
CPO’s in best-practice organizations recognize the need to invest in training, skill development, and career mentoring for their employees. They conduct a formal skill’s assessment to gain the data needed to understand the strengths and development needs of their procurement teams. They then use training and career development plans to enhance the skills and capabilities of their team members to contribute directly to organizations goals and objectives.
We believe that the direction of any training program should be driven by ‘hard quantifiable data’, not ‘soft subjective indicators’ obtained from a self-assessment. Only by developing training programs based upon hard data, does the CPO have the credible data to steer their teams toward the next level of maturity.
Direction = Traction:
- competency definitions
- job descriptions
- competency assessments
- skills gap identification
- training plans, and
- development and implementation of training programs
- bench strength monitoring and planning
By identifying key individuals and high performers, developing career and succession plans, iProcure Analytics facilitates resource planning and career development opportunities because it identifies where skills reside in the organization to support decisions on internal key talent vrs. external hires when necessary.
Lightening the load of increased expectations:
CXO’s in best practice organizations have an explicit expectation of professionalism for all procurement employees. These increased expectations have necessitated a higher level of professionalism and a longer-term growth mind-set within procurement.
By utilizing qualified providers, your company can develop the talents of it’s staff either with or without a dedicated learning and development team to identify opportunities for skill enhancement. Using the right skills assessment tool you can review the technical skill sets of employees, specifically regarding:
- category management,
- sourcing management,
- supplier relationship management,
- cost management,
- financial analysis etc.
you can also evaluate the employees’ behavioral skills, such as:
- organizational behavior,
- business partnering
- stakeholder engagement,
- change management, and
- conflict management etc.
Skill’s Gap Analysis will identify areas for improvement you may also include post learning follow – up to help employees apply skills learned in training.
Best practice organizations recognize that, talent intelligence is the basis of every “people” decision they make; without it, they would be reduced to hiring, firing and promoting people at random.
Key capabilities include:
- focusing development programs on organizational goals and objectives,
- measure each employee’s skill level in key areas, on which to base training requirements
- plan for multi-level employee engagement throughout the development program
- measure learning throughout the development program
- plan for post learning knowledge transfer in key areas
Organizations must know the critical competencies their teams require to make the desired contribution to the business objectives. They also need to collect ‘hard data’ to develop a skills baseline around these competencies from which to develop the capability of their team. This data must come from a credible and reliable skills assessment tailored to the organization’s needs.