Prashant.srivatsa
People Function
KMallick
Hr Professional
BillHefley
Consultant / Professor
Hrsathya
Professional

Thread Started by #prajakta_32

Hi all,
I wanted to know measures for effective implementation of PCMM level 2. PCMM level 2 has six process areas. I want some effective measures(Quantitative if possible), for each practice in level 2. Thanks.
3rd August 2007 From India, Bangalore
Each of the measurement practices typically have a set of example measures. Of course, every organization should define and use the measures that make sense in their business settings.
So a good starting point for Level 2 (or any Level) measures would be to look at each of the Measurement Practices in the People CMM.
If you don't have a copy, you can download the Technical Report version from the SEI - www.sei.cmu.edu - or you can get a copy of the book version. The book version has recently gone into a new printing in both the US and India, so it should be readily available.
4th August 2007
Thanks Bill. Appreciate your answer.
I have gone through the PCMM Report. The measures suggested there, are very subjective. I am looking out for quantitative measures. The report ofcourse, cannot provide that. We have to generate them. I was looking for something like, I have stated in my example below.
For example, consider one practice of PCMM level 2.
Work Environment: the measures could be
a. Workplace audit report
b. Complaint status - Raised vs resolved
c. Feedback from employees - Status review
d. Employee Welfare measure status - Health check up, celebrations,
etc.
e. Periodic review of systems.
f. Time taken to provide facilities - vehicle, stationery, computer,
workspace, id cards etc.
These are some measures. I would appreciate if i get more quantitative measures. Much of formula oriented.
Thanks.
6th August 2007 From India, Bangalore
It is not necessary to have quantitative measurement in the level 2, just measurement is sufficient. -Sathya
7th August 2007 From India
Sathya,
I think there is perhaps a semantic misunderstanding here.
Many measures are quantitative. Each Process Area has measurement activities, and requires that the organization collect and use these measures.
At Level 2, it is not required that their be quantitative management of the organization's processes (business processes or HR/workforce processes), but this comes into play at Level 4.
The quantitative management that happens at Level 4 is often built on the data that have been collected as measures (quantitative or qualitative) that have been collected beginning with Level 2.
Cheers,
bill
7th August 2007
Exactly the same thing I put it in one statement. At level 2 organizations are establishing the foundation and the improvement follows in level 3 and 4. The same level 2 processes are transformed in to advanced practices at level 3 and 4. As each process measurement is necessary but not necessarily it is quantifiable at level 2. As you mention the level 4 will take care of this requirement..
-Sathya
7th August 2007 From India
Not exactly the same thing....
quantifiable is not the same thing as quantitative management.
I should be able to quantify my measures at level 2, but I may manage with them differently at Level 2 and at higher Levels, as we both pointed out.
Cheers,
bill
7th August 2007
It is not a requirement at PCMM level 2 to quantify the measures at level 2. As i mentioned earlier just measurement is necessarry. Refer to the model for more info. -Sathya
7th August 2007 From India
Dear Sathya You are discussing the Model with one of the Model Architects itself !! Bill Hefley along with Bill Curtis is one of the co-authors of the Model FYI pls Cheers K
7th August 2007 From India, Madras
Yes, I am very familiar with the model. I am one of the authors.
It is not sufficient to just measure at Level 2. Each of the Level 2 Measurement Practices says that
"Measurements are made and used to ..."
Measurements must be made and used in managing and performing the Process Area. A good section to refer to in the model is Section 6.2.4
Cheers,
bill
7th August 2007
FOR PRAJAKTA (My 2 cents)

_______________________________________________

Dear Prajakta,

As put across by you, L 2 has 6 PAs.

Some of the measurements which I can think of, PA wise -

1. Staffing

Recruitment MIS

Sourcing to Shortlisting to Interview to Offer made Ratios

Offers made to Joining Ratio

Joining to 6 months stay ratio

Transfer/Relocation status

Exit Interview Analysis

Best Source Analysis

2. Training and Dev

Training Plan Tracker

Training Calender MIS

Need based vs Planned Training progs

Training Man hours/days

Development progs / Dev Plan Trackers

Self Initiative by employees MIS

3. Work Env

New Joining Check List Template Analysis

Basic Physical Resource Survey

Fire and Safety Procedures Audit

IT Securtiy Audit

Admin Process Audit

4. Compensation

Internal / External Parity Report

Salary pay out dates Report

Salary pay out discrepancy Report

Discrepany Addressal Audit

Compensation/Salary Break Up Report

Mid-term Compensation Review Report

5. PMS

Total employees eligible to no. of appraisals happened ratio

Bell Curve Analysis - (gives total orgn wide performance spread)

Avg Performance Baselining exercise

Skills Matrix creation/review

Input to T&D Report

6. Communication & Coordination

Annual/Half yrly/Monthly Communication MIS

Update/Review of Communication Updates (offline/online)

Meetings Guidelines and Follow Up Report

Communication as a Skill input to Training

Meetings deadline Report

There are plenty more. Also, most of these may seem outputs, but will become inputs for other PAs in higher levels

Cheers

Kanishka

New Delhi
7th August 2007 From India, Madras
Hi Bill It is good to know that you are one of the author for the model. Hi Kmalick Debate is always necessary to enhance knowledge. _Sathya
7th August 2007 From India
Sathya, you are absolutely right. All debates need to have a conclusion, to create value. I just tried doing that. Cheers K
7th August 2007 From India, Madras
Thanks for posting your comments.
Thanks Bill. I agree with what ever Bill has mentioned in his comments.
In level 2 we have to take up quantitative measures. As I gave an example earlier, consider one practice of PCMM level 2.
Work Environment: the measures could be
a. Workplace audit report
b. Complaint status - Raised vs resolved
c. Feedback from employees - Status review
d. Employee Welfare measure status - Health check up, celebrations,
etc.
e. Periodic review of systems.
f. Time taken to provide facilities - vehicle, stationery, computer,
workspace, id cards etc.
These all measures are to be collected, analysed and documented. For collection and analyzation, I am working out on formulas.
I agree that the formulas vary according to the organizations. I was looking out for few quantitative measures (formula oriented), so that i can compare and improve my own work.
Thanks.
7th August 2007 From India, Bangalore
Hey Guys....
PFA the pdf doc. regarding PCMM processes. I have just the processes which are required to be met for level-2. In case you guys require the complete set of practices, feel free and let me know...
Regards
Prashant
9th August 2007 From India, Bangalore

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