A capability assessment provides an indication of the team's ability to deliver business value in an effective way, referenced to a best practice model. The output of this activity can allow individual and team development plans to be produced.
Category managers, category specialists, sub-category managers and procurement professionals who are responsible for a significant level of spend.
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Why conduct a capability assessment?
A capability assessment provides an indication of the ability of the team to deliver business value in an effective way, referenced to a best practices model. The output of this activity can allow individual and team development plans to be produced. We can draw upon our best practice-based competency framework to rapidly prepare a tailored capability that matches your specific context and needs.
What competency areas can we address?
Our approach allows the capability assessment to focus on the detailed elements of every strategic procurement process stage, and this maps exactly to our training curriculum.
We use two complementation data gathering methods when undertaking a competency/capability assessment:
An on-line competency survey. This uses situational questions and a combination of response mechanisms to evaluate how respondents would deal with typical ‘day-in-the-life’ scenarios. These can be tailored to a client specific context to be seen as relevant. The survey takes approximately 30-40 minutes to complete. We also ask people to rate their own ability for each competency area.
Interview based competency assessments. These are grounded in the same competency framework as the survey and last for no longer that 90 minutes per respondent. Interview based assessments are best suited to covering a small number of senior team members.
What are the Deliverables?
The key output from completing a competency survey is an individual report. This shows and contrasts the situational and self-rating scores for each of the competencies. These can also be plotted against minimum target values for each competency by job role or function.
We also provide a team capability heat-map that shows the results for a group of respondents in a single, consolidated view, allowing strengths and common development needs to be easily identified.
How are the competencies defined?
How do we measure competency?
Each competency area in our survey is tested using a situational question – asking the Respondent what they would do in response to a day-in-the-life scenario. This approach is effective because:
It avoids the trap of the competency survey becoming a knowledge test
It allows tailoring of the survey by using relevant, realistic scenarios that portray your industry context
Leading global bank chooses State of Flux as a training partner
Training enhances stakeholder engagement and adds value to leading global bank.
Operating a complex and regulated environment, our client focuses on increasing value and managing risk in its supply chains through investing in SRM training.
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