How to Set up a Successful Category Management Training Programme

Posted 01/05/2014

1. Be clear on your own purpose and scope of the cat man training programme:

·         Do you want to focus on purely functional or should it cover all the personal, interpersonal and leadership competencies?

·         Should it cover all different role descriptions and levels and geographies?

·         Over what timescales will the programme be implemented?

·         What are the targets for improved performance that the programme must deliver?

·         How will you actually measure the success of the training programme back in the workplace? 

2. Assess current competency level of the team using a structured competency framework that includes functional, leadership, personal and interpersonal competencies. Compare the results with the ideal profile for each role and identify the gaps that need to be addressed. This will identify the areas you should focus the training on. 

3. Design a training programme to address these identified needs of the team – consider a variety of education & skills development approaches including training workshops, coaching, mentoring and peer group learning. 

4. Discuss and agree the approach with HR – their support is essential, as is the alignment of your programme with other business-wide learning & development initiatives. 

5. Select a training company to work with to develop the content of the programme - it is important to choose someone who will adapt their training materials and approach to meet your specific company requirements. Keep the number of companies involved as small as possible to avoid the duplication and contradiction that can often occur between different training methods and materials. 

6. Launch the programme – create and implement a communications strategy that articulates the reasons for the training and the benefits for the team. The programme needs to be sold positively to the team that it is part of a personal skills development agenda with key demonstrable outputs. 

7. Review the programme’s effectiveness - through structured feedback from the team and make changes to courses/approaches as needed. 

8. Formally re-assess the competency level of the team after one year - identify the improvements made and raise the bar for the next year’s results so the team can demonstrate a return on investment for the business.


Tagged by topic: Learning and Development , Procurement Transformation , SRM

  by Simon Brown

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