VALCON’S PROCESS FOR COMPETENCE ASSESSMENTS AND UPSKILLING PURPOSE The purpose of the process is to ensure a 360º approach, where the employees, the employer and an optional third party are all significant contributors throughout the competence development process. The employees deserve a clear, structured and transparent process, where the focus is on the upskilling element, not the current competence levels. Overall, the purpose of the process is to: • Create a systematic, simple and intuitive framework for assessing competences • Make performance measurable and ensure transparency for employees • Design and conduct a structured upskilling training programme in a blended learning environment PROCESS Valcon’s competence development tool is a data-driven competence assessment tool that will enable you to identify competence gaps and set targets to improve performance by upskilling your procurement function. Our experience shows that driving individual performance and making performance measurable by increasing transparency is critical to executing a successful procurement effort for the specific category. Through this assessment, we will be able to help you design an upskilling roadmap with highly specific focus areas for each individual category manager in your procurement function. The tool consists of both a self-assessment and a third-party assessment to ensure a holistic and objective picture of the category manager’s competences and way of working. The competence development framework is two-dimensional, taking into account both functional competences (e.g. organisation and planning, communication and influencing, leadership and change and strategy) and business competences (e.g. strategic sourcing, negotiation and contracting, cost and value management, supplier management and risk management). In total, the competence framework consists of 100 competences. Given this comprehensive framework, it is absolute key that a less-is-more approach is taken, where focus is kept on the most crucial competences for the individual employees. By using four generic sourcing profiles as a point of departure, the development framework is designed to ensure you will be provided with highly specific upskilling recommendations, looking into the tools and techniques relevant for each of your employees to increase the value of the sourcing process. 4
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