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									Creating an Effective Training Program to Develop
            Employees for the Future

               Breakout Session # 1107
   Penny L. White, J.D., Director, Supply Chain Systems and
                          Processes
    Glen Woodard, C.P.M., Manager, Compliance & Support
        Gigi Rowbottom, Procurement Representative

                 United Space Alliance, LLC

                        April 24, 2007
                        4:30 – 5:30pm
                                                              2
Who is USA?

United Space Alliance is a world leader in space
operations with extensive experience in virtually
all aspects of the field.     Headquartered in
Houston and employing 10,000 people in Texas,
Florida and Alabama, USA is applying its broad
range of capabilities to NASA’s Space Shuttle,
International Space Station and Constellation
programs as well as to space operations
customers in the commercial and international
space industry sectors.

                                                    3
Agenda
• Focus on Employee Development
• Assess Your Organization
• Establish an Effective Program
    –   Formal Training Program
    –   Individual Employee Training Plans
    –   Rotation/Mentoring Programs
    –   On the Job Training
    –   Professional organizations
    –   Online training
    –   Certification Programs
    –   Degree Programs
    –   Other Educational Resources
    –   Conferences/seminars
    –   Audio and web seminars
• Accept the Value Proposition
• Questions and Answers

                                             4
Focus on Employee Development
•   Provide and promote relevant training, and education opportunities to
    employees within the procurement and subcontracts organization
•   Develop World-Class Supply Chain Management Professionals
     –   Improve purchasing and subcontracting outcomes by upgrading the
         knowledge base of employees with purchasing, subcontracting, financial,
         and support responsibilities
     –   Promote responsible expenditure of funds within delegated authority
     –   Develop a training program responsive to the needs of the organization
     –   Monitor the quality of the training, revise, and add additional training as
         necessary
•   Provides a ready source of qualified personnel to meet company needs
•   Transform Procurement and Subcontracts employees utilizing
    memberships, conferences, and training to develop highly skilled
    personnel
•   Ensure training, memberships, and conferences attended have a
    logical connection to current and future responsibilities



                                                                                       5
Assess Your Organization
•   Is your management team committed to employee development?
•   Where does employee development fit in the overall priorities?
•   How many employees attended training in prior years?
•   Do employees truly benefit from memberships in professional
    organizations?
•   Do all employees have equal opportunity and access to training?
•   Do the employees have a training plan for career progression?
•   Does management readily ask employees to reschedule training?
•   What resources are at your disposal to increase your employee’s
    knowledge?




                                                                      6
Assess Your Organization
•   How much money do you really have to spend?
•   Do you really know what your employees want?
•   Do you have resources that can provide training?
•   Are your training courses effective?
•   Are you researching how others are training their employees?
•   What is the makeup of your employees? Entry, middle or senior career
    level?
•   Does management understand what skills are needed for the future?
•   Do the employees understand what is needed for the future?




                                                                           7
Assess Your Organization
 • Form a joint management/employee            team    to   perform
   assessment
 • Collect data using the following means
    –   Focus groups
    –   Surveys
    –   Management Offsite meetings
    –   Research
    –   Colleagues
    –   Training
 • Commit the time and resources for the assessment
 • Realize that there is no one approach to satisfy all employees
    –   Multiple approaches
    –   Individual plans
    –   Flexibility
    –   Follow-up plan


                                                                      8
   Establish an
Effective Program




                    9
Establish an Effective Program

•   Formal training program
•   Rotation/mentoring programs
•   Professional organizations
•   Online training
•   Certification programs
•   Degree programs
•   Other educational resources
•   Conferences/seminars
•   Audio and web seminars
•   Individual employee training plans



                                         10
Formal Training Program




                          11
Formal Training Program
• Conduct an assessment to determine the specific needs of
  employees in all job classifications
    – The assessment should not just focus on buyers!
• Include both external and internal provided courses in your plan
• Customize a plan to meet the needs of your organization
• With almost 50% of the courses developed and presented
  internally by Procurement personnel, we are able to provide
  training at a lower cost
    – Use internal subject matter experts (SME) to develop some of the
      course material
    – Courses can be scheduled more easily
    – Course material reviewed at least annually
    – Courses can be provided in lean budget times




                                                                         12
Formal Training Program
1) Introduction to USA Procurements              22) CAS/FAR Overview
2) Subcontract Administration                    23) Conducting a Process Self Assessment
3) Financial Aspects of Subcontracts             24) Basic Systems Training
4) Procurement Compliance                        26) Earned Value
5) Acquisition Systems and Tools                 27) General Provisions Overview
6) Advanced Buyer Training                       28) Services Agreements Overview
7) Communicating with Tact and Skill             29) Presentation Skills
9) Basic Access Training                         30) Basic Web Development
10) Market Research and Trends                   31) Advanced EXCEL Training
11) Commercial Items/Services Applicability to   32) Advanced Report Writing
     Subcontracts                                33) Advanced Web Development
12) Creating Effective Contract Documents        34) Price Analysis
13) Reading Blue Prints/Specifications           35) Advanced Presentation Skills
14) Proposal Support and Development             36) Customer Service Skills
15) Performance Based Subcontracting             37) Business Grammar/Writing
16) Project Management                           38) SCOR
17) Advanced Negotiation Strategies              39) Software License Agreement Overview
18) Legal Aspects of Purchasing                  40) Supplier Diversity Training
19) Reviewing Procurement Transactions
20) Drafting and Administering Long Form         *Underlined courses are classified as Internal
     Subcontracts                                    offerings. Others are external offerings.




                                                                                                  13
Rotation/Mentoring
    Programs




                     14
  Rotation/Mentoring Programs
• Include internal cross-training or mentoring in employees’ training
  plans
• Create rotation programs that meet the needs of your organization
    –   New Hire/Graduate
    –   Temporary
    –   Permanent
    –   Individual task specific

• Enjoy the benefits of employees who have completed rotation
  programs
    – Provide broad perspective and experience
    – Exposure to other management, peers, and customers
    – Satisfied employees

• Select mentors from high potentials or those on leadership
  development programs

                                                                        15
Rotation/Mentoring Programs – New
Hire
•   Program in which identified employees (typically new college-hires) will
    be rotated through multiple procurement functions on a pre-established
    schedule in an effort to develop procurement professionals with a broad
    understanding of the different procurement functions and an array of
    experiences in performing different jobs under different managers

•   Employees chosen for the program will be assigned an advisor at the
    Director level

•   Areas involved (preferred sequence of rotation)
     – General Procurement (8 months)
     – Compliance and Support (6 months)
     – Subcontracts or New Business(6 months)
     – Systems (2 months)
     – Procurement Business Management (2 months)


                                                                               16
Professional Organizations




                             17
Professional Organizations
• Pay for employee memberships in professional organizations
  that offer educational and professional benefits


    – Improve employee skills through webinars, seminars, conferences,
      workshops, and online training

    – Afford employees the opportunity to network within their profession

    – Keep current with industry trends

• Support the educational opportunities provided by the
  organization
• Establish an internal point of contact for each organization to
  promote effective utilization of resources


                                                                            18
Professional Organizations - Suggested

• National Contract Management Association (NCMA)
   www.ncmahq.org
• Institute of Supply Management (ISM)
   www.ism.ws
• Society of Cost Estimating and Analysis (SCEA)
   www.sceaonline.org
• National Association of Payables and Purchasing
   www.nappmembers.com
• Association for Operations Management (APICS)
   www.apics.org



                                                    19
Online Training




                  20
Online Training

• Provide a great avenue open to professionals for
  training

• Allow completion of course as schedule permits

• Afford exposure to more topics

• Offered by professional organizations for nominal or
  no cost



                                                         21
Defense Acquisition University (DAU)
• DAU is a Department of Defense (DoD) organization offering
  acquisition-related training. Primarily for DoD military personnel
  and DoD civilian employees
• Focus is on professional development, qualification and
  certification for DoD acquisition-related jobs. DAU may be
  available to prime contractors.
• Some classes available online include
    –   Fundamentals of Systems Acquisition Management
    –   Fundamentals of Earned Value Management
    –   Fundamentals of Business Financial Management
    –   Simplified Acquisition Procedures
    –   Affirmative Procurement Training


                         http://training.dau.mil/
• Instruction on class registration is available upon request
                                                                       22
Federal Acquisition Institute (FAI) Online
• Federal Acquisition Institute (FAI) offers online courses and
  seminars on a variety of topics for acquisition professionals
• Online courses are offered at no cost; however user must
  register to use
    – Free registration
• Course offerings include:
    – Contracting Orientation
    – Negotiations Module
    – Market Research
                             http://www.fai.gov/
• Course descriptions are available to view prior to registration
    – Login: guest@faionline.com
    – Password: guest



                                                                    23
  Institute for Supply Management (ISM)
• Knowledge Center – Earn Continuing Education Hours (CEH)
    – Topics include:
        • Price Analysis, Cost Analysis, or Total Cost of Ownership:
          Determining the Best Approach – free
        • Price Analysis
        • Cost Analysis
        • Best Practices of Indirect Materials and Services (MRO)
        • E-commerce Implementation Strategies
• Registration required at no cost
• Online training – for nominal or no cost
• Membership not necessary

                          http://www.ism-knowledgecenter.ws


                                                                       24
American Purchasing Society (APS)

• Online training
  – Membership not necessary
  – Cost associated with class
  – Classes are four to eight weeks in duration



    http://www.american-purchasing.com/default.asp



                                                     25
National Contract Management Association
(NCMA)

• Online training
  –   Earn continuing professional education hours (CPE)
  –   Registration required at no cost
  –   Cost associated with class
  –   Membership not necessary


                 http://www.ncmahq.org/



                                                           26
National Institute of Gov’t Purchasing
(NIGP)

• Online training
  – Registration required at no cost
  – Cost associated with class
  – Classes approximately 90 days in duration




      http://www.nigp.org/default.htm


                                                27
Certification Programs




                         28
Certification Programs
• Encourage employees to obtain certifications

• Support preparation efforts for certifications
   – Purchase study material


• Form study groups to prepare for certifications




                                                    29
Certification Programs
• NCMA
   – Certified Federal Contracts Manager (CFCM)
   – Certified Commercial Contracts Manager (CCCM)
   – Certified Professional Contracts Manager (CPCM)


• ISM
   – C.P.M. – Certified Purchasing Manager
   – A.P.P – Accredited Purchasing Practitioner – no longer
     available after 2/28/2007

• SCEA
   – Certified Cost Estimator/Analyst (CCE/A) program

• Others
                                                              30
Degree Programs




                  31
Degree Programs

• Utilize company educational reimbursement programs
• Encourage employees to seek additional formal education
• Prepare an employee for today and tomorrow through formal
  education endeavors
• Require a lot of commitment by the employee on their own time
• Designed to meet the schedule of the fully employed
  professional
   – Online
   – Weekend
   – Part-time




                                                                  32
Other Educational Resources




                              33
Other Educational Resources
• Center for Strategic Supply Research (CAPS) sponsored by
  ISM and Arizona State University
        http://www.capsresearch.org/publications/index.htm
   – Provides a research tool with relevant articles for purchasing and
     supply chain professionals

• Center for Advanced Management Programs (CAMP)
   – Sponsored by University of Houston – Clear Lake
              http://www.camp-uhcl.org/homepage.shtml

• National Seminars
            http://www.nationalseminarstraining.com/
• Periodicals, magazines, books, DVDs, CDs, etc.
• World wide web


                                                                          34
Conferences/Seminars




                       35
Conferences/Seminars
• NCMA – www.ncmahq.org
   –   World Congress
   –   National Educational Seminars
   –   Aerospace and Defense Contract Management Conference
   –   Local chapter meetings and seminars
• ISM – www.ism.ws
   –   Annual Supply Management Conference
   –   Southwest Purchasing Conference
   –   National Conferences
   –   Local meetings and seminars
• SCEA Conference - www.sceaonline.org
• NAPP Annual Conference - www.nappmembers.com
• Local Universities and Conferences




                                                              36
Audio and Web Seminars




                         37
Audio and Web Seminars
• Provided by professional organizations
   – Low or nominal cost
• Assign a facilitator for each seminar to allow
  discussion to take place after the seminar
   – Discussion period will allow attendees to understand how
     seminar applies to them or their coworkers
• Focuses on topics of the day such as
   – Organizational Conflict of Interest
   – Sarbanes Oxley
   – CMMI




                                                                38
Individual Employee Training Plans




                                     39
Individual Employee Training Plans
• Develop an individualized training plan with a focus on
  improving employee skills

• Choose opportunities/training to improve employees’ skills in
  their current position as well as aid them in achieving career
  goals
    – The Procurement Training Program is utilized as a starting point to
      determine the skill base expected in each position

• Develop plans jointly with the employee and manager

• Ensure plans cover more than one year, if necessary
    – The plan should cover the timeframe needed to develop or improve
      the skill(s)



                                                                            40
  Individual Employee Training Plans
• Include the following at a minimum in training plans
    –   Employee’s Name
    –   Name of class (if applicable), mentoring opportunity, books, DVDs, etc.
    –   Duration
    –   Date scheduled
    –   Date completed
    –   Description of class (abbreviated)
    –   Comments/Employee Feedback
    –   Organization presenting class
    –   Goal/Skill

• Utilize the following when developing training plans
    – Company career progression programs
    – Internal rotations/mentoring
    – Leadership Development Program

                                                                                  41
Individual Employee Training Plans

• Flexibility is critical to employee training plans

• Follow up between manager and employee should occur at a
  minimum of twice yearly
   – Quarterly is preferred

• Track completion of training plans in a consistent manner

• Keep your eye open for training opportunities for employees




                                                                42
Accept the Value Proposition




                               43
Accept the Value Proposition
• Develop individualized training plan
    – Develop a process employees can use to plan their careers
• Use company career progression planning processes
        • Assess employees current situation
             – Identify and record employee aptitudes, education, training,
               skills, experience, and other achievements
        • Set Objectives and goals
             – Decide what employee wants to attempt to do in the future
                   » Short Term
                   » Long Term
        • Assess Requirements
             – List what employee needs to develop in order to qualify for the
               job they have selected as a target
        • Build Career Development Plan and Schedule
             – Build a schedule to accomplish employee goals
        • Execute the plan
             – Just do it!

                                                                                 44
Accept the Value Proposition
• Employee obligations
   – Maximize existing resources
       • Get value out of magazines, trade publications, web resources, etc.
   – Commit to continuous education
       • Pursue formal education (Bachelors, Masters degree)
   – Commit to professional development
       • Participate in professional organizations
            –   NCMA
            –   ISM/NAPM
            –   Toastmasters
            –   NMA/USALA (USA Leadership Association)
       • Pursue professional certification
            –   C.P.M.
            –   CFCM/CCCM/CPCM
            –   CTM
            –   CPM




                                                                               45
Accept the Value Proposition


• Management obligations
   – Implement and maintain a robust Procurement training plan
      • Ensure that all employee have individualized training plans
      • Review individual plans semi-annually with each employee
      • Provide resources for employee to achieve goals


• Management support of the program




                                                                      46
Benefits

• Highly skilled and confident employees

• Committed team of employees

• Able to provide training in lean budget times

• Effective utilization of memberships

• Flexible, responsive and robust training program

• Ready source of qualified individuals

• Improved purchasing and subcontracting outcomes

                                                     47
Questions and Answers?




                         48

								
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