Institute for Supply Management (ISM) and ADR North America have integrated their Professional...

Institute for Supply Management (ISM) and ADR North America have integrated their Professional Development programs to form the ISM-ADR School for Supply Management.

This strategic alliance provides powerful benefits to organizational training, providing access to the highest level of customized professional development programs.

© 2010 ISM-ADR School for Supply Management

The first step of an effective training program is to identify the knowledge of your procurement staff.


By providing your organization with specific knowledge of your team's strengths and weaknesses, critical training can be applied where you need it most.


The Development Needs Analysis®

(DNA) identifies the knowledge of you and your staff and creates a personal development profile to guide professional training.


DNA provides:

•Information to assess your procurement team’s capabilities and where improvements can be made

•A cost effective, fast and secure Competency Gap Analysis which drives the parameters of an individualized training program


DNA™

I. Objective• Create competency framework that

will deliver business goals• Establish learning needs

II. Goals Addressed• Understand the key elements of

procurement/sourcing• Implement metrics for demonstrating

success of program initiatives

III. Output• Personal Development Plans for

individuals• Competency Gap Analysis for the

business


The DNA Process


Competency Group Examples for Procurement/Sourcing

• Competitive Leverage Activity

• Price and Cost Control

• Sourcing Strategy Development

• Supplier Selection and Contracting

• Post Contract Supplier Management

• Job Specific Knowledge

• Operations Management

• Logistics

• Business SkillsCompetency framework & questionnaire

Web-enabled assessment

ADR Validation

Personal Development Plans (PDP)

Competency gap analysis


Web-Based DNA

• Participants are invited by email to log onto the web-based procurement DNA System

• For a true 360o assessment, DNA can be completed by the candidate, his or her manager, stakeholders and ISM-ADR

• After all users have completed their surveys, reports are generated

Competency framework & questionnaire


ADR Validation




The Competency Gap Analysis

• The results of individuals, managers and stakeholders provide a business-wide competency perspective

• This is used to identify gaps in knowledge and skills

• Learning needs drive the training program contentand delivery



ADR Validation




Personal Development Plans



ADR Validation




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Kirkpatrick’s Learning LevelsThe quality of learning is usefully measured using Donald Kirkpatrick’s four level training evaluation model:

1. Reactions

2. Learning

3. Transfer

4. Results

Level 1: ReactionsThe initial response of the class to the learning accessibility, style, and relevance is key to ensuring engagement. ADR measures this through frequent review points throughout each training day to determine:

• What did we learn?• Where should we apply it?• What outcomes do we expect from application?

In addition, evaluation forms at the end of each training day are used to continuously improve the approach for each class.Level 2: LearningMeasurement of change both of terms of practices learned and behaviors modified is essential to ensuring consistent high quality. Through our assessment of the delegates capability (fed back through the Personal Development Plan) to demonstrate progress in learning and enable measurement of quality through learning improvement.Level 3: TransferThe 4 stage training process shown at section 4 describes how transfer of learning and skills is achieved during ADR’s training workshops. Our experimental learning includes:

• Discussion and analysis of real- life examples.• Past experience in case studies.• Role play to experiment with behavioral change.• Action planning to commit to the use of tools

learned.

Level 4: ResultsReal results and measurable change is the reason that ADR is a respected training provider and twice UK National Training Award winner. We work with our customers to establish key metrics for success prior to the commencement of the learning program, some examples of which may include:

• Percentage improvement in delegates’ purchasing capability.

• Overall adoption of new processes and procedures.• Increase in savings attained through adoption of new tools.

Kirkpatrick's Four Levels of Training Evaluation:


Rene A. Yates, CPSM, C.P.M.Manager, Professional Development ServicesInstitute for Supply Management2055 East Centennial CircleTempe, AZ 85284800/888-6276, extension 3080480/752-6276, extension [email protected]

Karen P. Collins, CPSM, C.P.M.Manager, Professional Development ServicesInstitute for Supply Management2055 East Centennial CircleTempe, AZ 85284800/888-6276, extension 3123480/752-6276, extension [email protected]

For more information, contact one of our program managers:


Institute for Supply Management (ISM) and ADR North America have integrated their Professional...

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