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| Overview |
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| Need for People CMM® |
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While we accept that most of today’s service and knowledge businesses are talent driven and that people are our biggest assets, historically, (at least the IT) organizations have focused more on proactively improving their delivery processes and their investments in technology.
In fact, the current global hue-and-cry on talent shortfalls and high attrition rates in IT/ITES are only a tip of the iceberg. At the business level, there are imperatives like improving productivity, moving-up the value chain, enhancing competitiveness and getting closer to the customers. At the organization level, issues like managing a multi-cultural and multi-geography workforce, managing rapid growth and creating “cool” work cultures continue to take a large mind-share of business leaders and HR professionals. All this, while today’s professional is trying to get multi-skilled and chart a clear career path for herself.
So, its not good enough to win the “talent wars”. Its also not enough to try solutions (like Business Process Reengineering, Employee Stock Options, Assessment Centers and 360-degre appraisals) in a piece-meal manner. Instead, the need of the hour is to take a holistic view of the organization’s business, culture, technology and talent needs. And adapt solutions based on an integrated and proactive approach towards developing & engaging talent, growing the business and delighting the customers. |
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| People CMM® Maturity Levels |
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The People Capability Maturity Model® (People CMM®) is a maturity framework developed at the Software Engineering Institute (SEI) that guides organizations in improving their ability to attract, develop, motivate, organize, and retain talent.
It provides an evolutionary 5-level improvement path from ad hoc, inconsistently performed people (or human resources) practices, to a mature, disciplined development of the knowledge, skills, and motivation of the workforce. The practices included in the People CMM® have been chosen from past global experience because they have significant impact on individual, team, unit and organizational performance.
A maturity level is an evolutionary plateau at which one of more domains of the organization’s processes have been transformed to achieve a new level of organizational capability. Thus, an organization achieves a new level of maturity when a system of practices has been established or transformed to provide capabilities and results the organization did not have at the previous level. The method of transformation is different at each level, and requires capabilities established at earlier levels. Consequently, each maturity level provides a foundation of practices on which practices at subsequent maturity levels can be built. |
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| Source: ©Software Engineering Institute |
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| People CMM® Process Areas |
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Each maturity level of the People CMM®, with the exception of the Initial Level, consists of three to seven process areas. Each process area (PA) identifies a cluster of related practices that, when performed collectively, achieve a set of goals considered important for enhancing workforce capability. The process areas at each level of maturity create an inter-linked system of processes that transform the organization’s capability for managing its workforce. |
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Source: People Capability Maturity Model by Bill Curtis, William E. Hefley, Sally Miller. (CMU/ SEI-95-MM-02, p30) |
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| People CMM® Benefits |
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The strategic objectives of the People CMM® are:
- Improve the capability of the organizations by increasing the capability of the workforce
- Ensure that process capability is an attribute of the organization rather than of few individuals
- Align the motivation of individuals with that of the organization
- Retain human assets (i.e. people with critical knowledge and skills) within the organization
The People CMM® helps organization to:
- Characterize the maturity of their human resource practices
- Guide a program of continuous human resource management
- Focus on improving individual and team capabilities
- Integrate people process improvement with business process improvement
- Establish a culture of performance and professional excellence
- Align human resource strategies with business goals
Real Benefits Achieved from People CMM®:
Enlarge
The People CMM® initiative enables an organization to gain insight into its capability for managing and developing its workforce. Organizations need to identify the strengths and weaknesses of their current human resource management practices in order to understand what steps should be taken to improve them. The organization can then relate its strengths and weaknesses of its practices with the best practices indicated in the model, which helps the organization to prioritize their improvement actions and focus on changes that are most beneficial in the near term while having a roadmap for the long term objective.
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