Professional learning
and development partner

R-CEPt - Roadmap to Competence Excellence in Procurement

Since November 2001, we have helped a vast number of multinationals realize their procurement objectives by developing their knowledge, skills and capabilities. During this period of over a decade, we’ve developed a five-step ‘Roadmap to Competence Excellence in Procurement’ (R-CEPt ™) to provide you, our valued customer, with the best-fit solution.

Step 1: Goal Setting

Where do we want to go?
Define the starting point based on your business objectives, procurement targets and the maturity of your organization.

R-cept - Step 1 - Goal Setting
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Determine your objectives

The first step is to clearly identify the overall objective, based on the desired level of the procurement maturity matrix, and in line with corporate and/or procurement vision and mission. Depending on your current situation, as well as your sector and corporate culture, either a procurement-driven or business-drivenapproach is selected.

Together, we will then establish a detailed overview of deliverables in terms of procurement behaviour, knowledge and skills.

Normative profiles as a basis for gap analysis

The next step is to validate our first analysis as described above. Here, it is important to define clear and concrete normative profiles. With these normative profiles we help you to answer questions like: where do we want our people to be? What type of behavior, knowledge and skills do we want our people to have?

This will then be a starting point for Step 2: Capability Scan.

Management involvement to enable success

To ensure the final program design matches with your organisation’s mission, vision and (procurement) objectives, alignment with management is crucial at this stage.

But this doesn’t stop at roll-out. In order to truly incorporate learning into the work environment, and to get real ROI, management has an important role to play. They need to act as sponsors and coaches throughout the process. Participants should feel the importance and commitment which will stimulate learning and prioritize activities.

Step 2: Capability Scan

What do we need to improve?
Find the gaps in behaviour, knowledge and skills and discover the potential for development.

R-cept - Step 2 - Capability Scan
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Capability assessment

To be successful in a complex environment we believe that both knowledge and skills as well as specific behavioural aspects are crucial.

An objective measurement of one’s behaviour is required not only to provide an overall picture, but also to define development potential. If a person, based on his or her behaviour fits the role he/she is in, experience shows that investment in knowledge and skills will create the most impact.

Therefore, we have joined forces with Guus Mannaerts, an NIP certified psychologist. Guus has developed a Behavioural Assessment© based on 64 behavioural elements. The strength of this behavioural model is that it combines four important areas of behaviour:

  • Visual behaviour: the way people act
  • Personal qualities: recurring behaviour (and styles of thought)
  • Behavioural roles: clusters of associated behaviours
  • Orientations: what elements people focus on

In our suggested approach, we offer both effective behavioural assessment as well as an online knowledge and skills assessment, in order to provide answers to the following questions:

  • What are the competency gaps, at an individual but also team or group level?
  • Alongside the competency gaps, do we have an insight into the development potential to ensure investment in procurement development delivers maximum return (ROI)?
  • How do we ensure the program design fits both group/team as well as individual learning needs?
  • How can we achieve our ambitions and targets?
  • And, do we have the right people in the right positions?

For the online knowledge and skills assessment we work closely together with our E-learning partner, Procurement Academy, who will suggest an E-learning path based on the knowledge and skills assessment.

After assessing the current behaviour, knowledge and skills of your procurement team, and comparing it with the desired situation (Step 1: Goal Setting) we will design a best-fit solution of training courses, workshops, coaching, E-learning (learning path), etc. which is done in Step 3 : Best-Fit Solution.

Step 3: Best Fit Solution

How to get there? Define development plans to close the gaps in the most efficient and effective way.

R-cept - Step 3 - Best Fit Solution
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Integration of knowledge, skills and behaviour to create business impact

The Purspective portfolio integrates procurement knowledge, skills, professional behaviour and business impact to enable effective competence development in procurement.

Fundamental to our portfolio remain procurement knowledge & skills, and professional behaviour. Both elements are required to effectively fulfill a procurement role in a complex business environment. Next to that, we realise that the ability to become business partner is a key enabler to actually realise business impact. To create one way of working throughout your (procurement) organisation, world-wide, integrated, cross-functional processes are required, linking all three angles of the triangle. The Purspective portfolio respects these three angels and is built in such a way that procurement colleagues in different stages of their procurement career are empowered to make a difference.

In step 4: Apply & Practice, the best fit solution will be applied and delivered.

High Impact E-learning as underlying backbone

Purspective partners with Procurement Academy E-learning in order to provide a full blended solution. This enables the use of High Impact E-learning, a brand new way of online learning, where participants will follow a storyline and learn and practice in a very attractive and interactive way. Procurement Academy invested time and effort to develop the very best E-learning courses in the market for procurement training. The advanced visual and instructional design is based on the cognitive load principles, the most researched theory for learning and the brain. Making learning significantly more effective… science does matter.

Purspective and Procurement Academy’s close cooperation has led to a perfect link between E-learning and (virtual) classroom sessions.

Discover Procurement Academy’s unique approach to online procurement training and competence development, through watching the demo video’s.

Step 4: Apply & Practice

How to get to real-life application?
Drive implementation in your own environment supported by innovative learning methods.

R-cept - Step 4 - Apply Practice
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70-20-10 philosophy

Purspective builds on the 70-20-10 principle of learning, which implies we inspire, challenge and support participants to actually implement the learnings in their own practice by means of a combination of different learning methods (both online and face-to-face).

Though the principle should not be seen as a strict recipe only, the model indicates how people gain new knowledge and skills:

  • 70% through on-the-job experience (assignments)
  • 20% from people and peers (informal learning)
  • 10% through formal learning

Bootcamp Approach 

In line with the objectives to get to results and impact in own practice (70% of on-the-job experience) we design programmes based on the Bootcamp structure. In the Bootcamp Approach we combine various types of learning, like E-learning, workshops, coaching, virtual follow-up and a presentation session in order to gain the best results in practice.

After the training programme has been completed, we will evaluate if the goals as determined have been reached, which is Step 5 – Measure Results.

Step 5: Measure Results

What does it bring in the end? Define ROI by measuring both business results and capability improvement.

R-cept - Step 5 - Measure Results
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The proof of the pudding is in the eating

Our approach, starting with clear goal setting and a gap analysis, provides a great starting point for measuring impact of the delivered training programme.

We see two important KPI’s we include in a measurement

  • Behavioural change (did we really change our way of working)
  • Business impact (tangible results by being a business partner)

In order to measure these KPI’s, we work alongside two axes

  • Participant input (evaluation, self assessment, survey)
  • Project results (personal action plans, presentations, business results, and management review)

Do you want to learn more?
Contact one of our programme managers.