Biotechnology firm Genentech, a member of the Roche Group, launched its Procurement Academy in 2014. Through efficiencies in procurement, business processes are better enabled, and, ultimately, patients are better served.
Program Details
The Procurement Academy is a role- and competency-based library of offerings that allow a user to personalize his or her learning. This is done using the following process:
The learner selects a role or focus area and then selects an objective test, self-assessment, and/or standard plan to determine the course of learning. This allows the learner to demonstrate expertise as with the objective test, form a self-opinion, and/or participate in a predetermined path for learning within the role or focus areas.
The outcome from the evaluation is portrayed in the form of a heat map, depicting areas of competency and areas of opportunity. The learner then can select his or her training path from many different options:
- Select a subscription and/or membership to a societal body that involves regular communication, skills and knowledge, and learning events.
- Share My Job: This allows a person to participate in another job while someone is on short-term leave or is prioritized for another initiative and needs assistance covering the work.
- Job rotation: This includes spending a planned period of time serving in a different role on a temporary basis.
- Experiences: A learner can identify and select a particular experience that he or she would like to have to develop a particular skill and participate along with experienced peers.
- Observation: This differs from experiences in that this offers a silent observer role for someone wishing to learn more about a skill or role but not be held accountable for engagement.
- Online simulation: The learner experiences the skill or knowledge assessment in an actual simulation with characters and decision trees.
- Gaming: The learner selects the more rote areas of knowledge by adding gamification and selecting from many different types of games.
- Role-play: The learner finds an expert peer to engage in a dialogue and offer objections and questions to stump the learner and refine the skills.
- Case study: Self-study offered to the learner who is able to select a situation in which knowledge and skill is demonstrated.
- High-Impact Learning: More than 140 new offerings and live Webinar learnings encompassing all roles and competencies.
Results
- Level 1: Satisfaction score ranges between 86 and 95 percent.
- Level 2: Participants who completed the online simulation saw a 376 percent increase in their interest scores and a 310 percent increase in their overall weighted scores following the training. Participants also were able to convince all top managers (24 in total) to “adopt” this initiative and agree to support its implementation within the division.
- Level 3: Employee engagement from the company-wide engagement survey increased 11 percent from last year.
- Level 4: $365 million in procurement cost savings companywide.
