Some Understanding of P-CMM.
#1
In an organization P-CMM helps to achive it's goal of work force at it's capacity to some maturity levels in an organization by fair means of application or doing of some practices visible as common features.
How p-cmm way of doing things make difference than general way of performing same tasks, activity or projects.
It's since P-CMM defines a frame work or structure and give you a grammer to build your own common language to communicate in doing tasks, verify and measure it's performance to compare to achive further upgradation if possible to reduce costs and increase profits by individuals, team, group, department, company, organization and so on.
That's main objective of PCMM it's solve internal work force probles's practice and infer & render organization growth.
It has five maturity levels as Intial, Repeatable, Defined, Managed and Optimized where Intial is P-CMM does not exists or organization is performing things in random methods.
Repeatable is instilling basic discpline into work force to address issue like staffing, training, communication and performance management process. The maturity levels are these process called key process areas which are on a evolutionary path in any organization following P-CMM activities.
The 'Defined' KPA define HR competencies and work force is aligned to those competencies.
.......
From India, Delhi
12#1
In an organization P-CMM helps to achive it's goal of work force at it's capacity to some maturity levels in an organization by fair means of application or doing of some practices visible as common features.
How p-cmm way of doing things make difference than general way of performing same tasks, activity or projects.
It's since P-CMM defines a frame work or structure and give you a grammer to build your own common language to communicate in doing tasks, verify and measure it's performance to compare to achive further upgradation if possible to reduce costs and increase profits by individuals, team, group, department, company, organization and so on.
That's main objective of PCMM it's solve internal work force probles's practice and infer & render organization growth.
It has five maturity levels as Intial, Repeatable, Defined, Managed and Optimized where Intial is P-CMM does not exists or organization is performing things in random methods.
Repeatable is instilling basic discpline into work force to address issue like staffing, training, communication and performance management process. The maturity levels are these process called key process areas which are on a evolutionary path in any organization following P-CMM activities.
The 'Defined' KPA define HR competencies and work force is aligned to those competencies.
.......
From India, Delhi
hi friends,
Ima new one to this group. actually i was serching on PCMM on googel and got this link. well let tel u iam doing my summer training with HCL BPO where they r working on PCMM level 3. well this a model developed be sei to maily attaing maturity in their work force pratices like compensation, performance mgt etc.
to attract develop maitain and retain employees hey SWATI u worked with wipro, can i get your personal id i need to seek your help
plz let me know, my id is
. kindly post ur id here or send me a mail
bye
kriti
Ima new one to this group. actually i was serching on PCMM on googel and got this link. well let tel u iam doing my summer training with HCL BPO where they r working on PCMM level 3. well this a model developed be sei to maily attaing maturity in their work force pratices like compensation, performance mgt etc.
to attract develop maitain and retain employees hey SWATI u worked with wipro, can i get your personal id i need to seek your help
plz let me know, my id is
bye
kriti
#2
As every maturity level defines some KPA to institutionalize or internalize in corporate culture to cultivate quality products, services, work force talent and financial results.
Defined maturity Level constitute Knowledge and Skills analysis, Work force planning, Competency Development, Career Development, competency-based practices and participatery culture.
P-CMM says after having repeatable kpa practice in place in organization, to be Defined, to focus on it's core competencies by analyzing it's business process and work and tailor them to core competency. Then analyze skills and knowledge required to perform those business competency. That way organization and individual unique competency are defined and aligned to each other. Further practices are worked upon at this level to have an unique competitive and strategic work force and process advantage.
Let's move on to Managed level, At manage level organization focus on team based practise and measure their performance to align at different level of organization. The focus is on development of quantitative understanding of trends. The main KPA's are mentoring, team building, team-based practices, Organization compentency management, Organizational performance alignment and are interdependent to each other.
All KPA's are heuristic by itself and if P-CMM process and practises carefully, systematically and practically appllied onto organization soft and hard skills i.e. functional and technical skills, every entity become capable to move into next higher stage which would other wise take ten fold of time in term of cutting cost, time, money, and increase quality and intellect.
P-CMM goes on to compare product as improvement evolution vs human but it is unfair and illogical to compare human talent with materialistic entity yet measurement of competencies can give extra added adwantage in alinging and improving practise.
Even though every process area are interdependent( i think the term refer win-win situation instead of dependent) and every level is reached by stairing the kpa's since you may find a sense of dependence in levels. Yet any organization can choose to implement a kpa jumping level up or down as required.
The Optimizing level kpa are Personal Competency Development, Coaching and Continuous Workforce innovation. All process area focus on to upward improvement path of personal competencies and work force practices innovation.
P-Cmmm evolutionary maturity levels developes organization talent by using key practices in these process area. Every key practice is a policy, procedure or anactivity that implement the process or kpa.
.....
:arrow: In #1 and #2 you had an idea of maturity level and introduced key process area and practices. #3 i'll refer some more PCMM infrastructure component before moving ahead to example of application of KPA's from HR perspective.
From India, Delhi
As every maturity level defines some KPA to institutionalize or internalize in corporate culture to cultivate quality products, services, work force talent and financial results.
Defined maturity Level constitute Knowledge and Skills analysis, Work force planning, Competency Development, Career Development, competency-based practices and participatery culture.
P-CMM says after having repeatable kpa practice in place in organization, to be Defined, to focus on it's core competencies by analyzing it's business process and work and tailor them to core competency. Then analyze skills and knowledge required to perform those business competency. That way organization and individual unique competency are defined and aligned to each other. Further practices are worked upon at this level to have an unique competitive and strategic work force and process advantage.
Let's move on to Managed level, At manage level organization focus on team based practise and measure their performance to align at different level of organization. The focus is on development of quantitative understanding of trends. The main KPA's are mentoring, team building, team-based practices, Organization compentency management, Organizational performance alignment and are interdependent to each other.
All KPA's are heuristic by itself and if P-CMM process and practises carefully, systematically and practically appllied onto organization soft and hard skills i.e. functional and technical skills, every entity become capable to move into next higher stage which would other wise take ten fold of time in term of cutting cost, time, money, and increase quality and intellect.
P-CMM goes on to compare product as improvement evolution vs human but it is unfair and illogical to compare human talent with materialistic entity yet measurement of competencies can give extra added adwantage in alinging and improving practise.
Even though every process area are interdependent( i think the term refer win-win situation instead of dependent) and every level is reached by stairing the kpa's since you may find a sense of dependence in levels. Yet any organization can choose to implement a kpa jumping level up or down as required.
The Optimizing level kpa are Personal Competency Development, Coaching and Continuous Workforce innovation. All process area focus on to upward improvement path of personal competencies and work force practices innovation.
P-Cmmm evolutionary maturity levels developes organization talent by using key practices in these process area. Every key practice is a policy, procedure or anactivity that implement the process or kpa.
.....
:arrow: In #1 and #2 you had an idea of maturity level and introduced key process area and practices. #3 i'll refer some more PCMM infrastructure component before moving ahead to example of application of KPA's from HR perspective.
From India, Delhi
PCMM stands for people capability maturity model
Its basically a framework
for more info visit this link
http://en.wikipedia.org/wiki/People_...Maturity_Model
regards
jason
Its basically a framework
for more info visit this link
http://en.wikipedia.org/wiki/People_...Maturity_Model
regards
jason
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