ADR was selected by Pfizer to build a skills assessment program to support its recently launched global competency framework. The competency framework provided detailed descriptions of a range of procurement, leadership and soft skills. It also detailed the expected level of attainment in each skill, depending on the role, location and category expertise of the procurement professional.
Pfizer wished to assess its global organization against the competency framework to understand where there were gaps against the organizational needs. The skills assessment would include all procurement roles including senior managers, and so Pfizer required a tailored program that involved different competency profiles depending on seniority as well as role type.
ADR worked with Pfizer to design a skills assessment customized to fit the competency framework and the Pfizer strategic sourcing methodology. ADR used its Development Needs Analysis (ADR DNATM) tool for online self-assessment and line-manager assessment, to enable a 180 degree review of staff member. Senior managers took part in the assessment, using a specific self-assessment questionnaire that reviewed their approaches to staff coaching, team development, strategic planning and implementing the procurement vision.
Upon completion of the assessment, line managers had an opportunity to discuss the outcomes with each staff member to understand any differences in views. They also discussed how the learning interventions available in the organization would assist in closing skills gaps. Following this, line managers were able to amend the assessment to update their input and provide detailed direction about when the personal development plan should be implemented.
Pfizer have better alignment of their competency framework to their procurement skills development initiatives. They are able to use a common framework for understanding and comparing the skills of individuals across the global team.
Skills Assessment (ADR DNA)
Assess the global organization against the competency framework to understand where there were gaps against the organizational needs.
Better alignment of their competency framework to their procurement skills development initiatives.