Want greater impact with your procurement organisation? Our R-CEPt™ method makes it possible. 

Whether public or private, your organisation faces significant challenges. Procurement is expected to respond to the call for higher quality, innovation, increased sustainability and cost reduction. The success of this response depends to a great degree on human capital. More specifically, on the knowledge, skills and behaviour of the employees you supervise.

The R-CEPTt™ method

Development plans are too often based on intuition. Our R-CEPt™ approach (Roadmap to Competence Excellence in Procurement) contains a systematic, step-by-step plan.

It includes advanced development scans that provide an overview of the knowledge, skills and behaviour of employees and the team as a whole. The scans give objective insight into the decisiveness and potential of the entire procurement role in your organisation.

Benefits of R-CEPt™

  • Provides you with clear insight into the competencies of your employees, the various procurement roles and the functioning of your team as a whole
  • Delivers individual development plans for employees
  • Leads to the generation of a step-by-step development plan for the whole procurement organisation
  • Offers concrete insights into the return on investment provided by the exercise
  • Contributes effectively to your business goals

The five steps in R-CEPt™

R-CEPt 1 - Een stip op de horizon zetten

Step 1  Set a clear goal

Your procurement team can add value in a number of areas. That’s why your ambitions, vision and objectives are central to the first step. This first step in the R-CEPt™ method provides a concrete, clear goal for your procurement team.

R-CEPt 2 - Drie analyses

Step 2 Three analyses

Once the goal has been established, we look at your current situation. The Individual Development Scan provides insight into the current knowledge, skills and behaviour among your team members.
The Organisation Development Scan gives you insight into the current situation and helps to determine the available development options. Finally, we use the Change Development Scan (CDS) to establish the capacity for change.

R-CEPt 3 - Ontwikkelplannen

Step 3 Development plans

The outcomes of the three analyses provide a wealth of information about the current knowledge, skills and behaviour among individual employees, their development potential, the procurement maturity of the organisation, and promising opportunities for development. This is the basis upon which the development goals are translated into achievable development plans for individual employees and the entire procurement organisation.

R-CEPt 4 - Implementatie

Step 4 Implementation

This next step focuses on increasing knowledge, enriching skills and changing behaviour. R-CEPt™ offers customised development plans for individual employees and teams. We use a range of learning and development interventions and support you in the long-term maintenance of the achieved results. 

R-CEPt 5 - Return on investment (ROI)

Step 5 Return on investment (ROI)

The R-CEPt™ is tried and tested in practice and we look forward to demonstrating its benefits to you. We compare your investments in the customised development programmes with the goals you set beforehand.

You make your own choices

The R-CEPt™ consists of different elements and analyses. It’s entirely possible that you’re already applying one or more of these elements. Perhaps you already have some insights into the maturity of the procurement organisation, and a good idea of your employees’ competencies and development potential. If so, it’s good to know that you can also implement the various elements and analyses of R-CEPt™ separately. The method is developed in such a way that your work methods are often completely compatible with R-CEPt™.

Nevi Building Blocks

The right combination of knowledge, skills and behaviour can significantly increase your business impact. That’s why Nevi develops and delivers procurement and supply management training programmes that contribute to an organisation’s success. 

Our training programmes focus on the following:

  • the development of leadership skills
  • business development skills
  • collaborative skills
  • functional competencies
  • individual skills and competencies

In this, we target three competency levels:

  1. Qualified (knowledge and application)
  2. Advanced (application and analysis)
  3. Expert (evaluation and creation)

All of these competencies are covered by the Nevi Building Blocks, which stand for certain products and training programmes. This enables us to offer all competencies at various levels and to develop all of the necessary competencies (at a specific level).  We use these building blocks to give you advice on your personal L&D Plan so that we can align your development needs with your business objectives.

The Nevi Building Blocks are:

  • Procurement Strategy
  • Negotiation
  • Contract Management
  • Supplier Relationship Management
  • Sourcing
  • Category Management
  • Cost Management
  • Value Chain Management
  • Legal
  • Competencies & Behaviour
  • Trends

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