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I am working as a HR executive at a startup IT company. Recently, i came to know the word People Capability Maturity Model(PCMM), and i tried to understand that process but i cant. can you guys help me to clarify like what is PCMM? how to implement that? is this necessary for startup companies? if it is,For startup how to implement?

From India, Chennai
1. People Capability Maturity Model(PCMM),

Any quality model/standard objective is to bring our adhoc process to a well defined and consistanatly managed across that organizations which helps in bringing our predictable outcome, bringing down the rework time and hence improving the quality of the product and reducing the cost/optimizing the cost. Having said that PCMM is more focused on people management, a framework that helps organizations successfully address their critical people issues, defining the best practices to be following in an organization, implementing etc.

2. How to implement PCMM?

There are 2 options:

i.) If you are aware of any other standards/models you have already implemented you can try reading the model and implement your self

ii.) Hire a consultant who can help you define and implement the process specific to your organization needs.

Either cases if you are planing for a certification you need to go with Lead appraiser for the same.

3. Is this necessary for startup companies?

Any organization that wants its people management process to be streamlined can go for this model, it is neither necessary nor unnecessary, it is call to be taken by the management. There is no prerequisits on size of the organization w.r.t. the PCMM model.

4. For startup how to implement?

Please refer the Q2 above.

Hope this helps.



From India
Menakabala: PCMM refers to the capability of people in your organization to delivery projects to clients.
PCMM is not mandatory for a start up, but good to have as you grow.
The PCMM steps are:
1) Level 1 indicates you are conducting a discovery and realize the 'chaos'that exists (frequently due to lack of standard operating procedures) and putting processes into place.
2) Level 2 denotes that the organization is investing in making people aware of processes/procedures to be followed (usually by training)
3) Level 3 is measuring the training outcome, retraining if needed
4) Level 4 is measuring the impact on the business practices
5) Level 5 is putting in place change management practices
Certifications are acquired from agencies - a search on Google will help

From India, Mumbai
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From India, Thiruvananthapuram
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Please go through

P-CMM is the People Capability Maurity Model, first developed at the Software Engineering Institute (SEI). Details are at CMMI | CMMI

The full best practices model is available from the SEI website and has also been published in US, India, Japan and China. The Indian edition is:

Curtis, B., Hefley, W.E., and Miller, S. (2002). The People Capability Maturity Model: Guidelines for Improving the Workforce. (ISBN 81-297-0018-2). Delhi, India: Pearson Education.

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.

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.

Courtesy: Cite Hr- Information provided by our fellow members.

From India, Thiruvananthapuram

Attached Files
File Type: pdf pcmm_quick_569.pdf (90.2 KB, 36 views)

Hello Menakabala,
The earlier members have given very concise & clear replies to your queries.
However, let me elaborate on your last query "is this necessary for startup companies?"
PCMM is NOT mandatory NOR necessary for EVEN established IT Companies. HOWEVER, such Certifications help enable clients as well as prospective employees [of the Companies] to have some sort of a benchmark before they make their engagement decisions with this Company.
The nearest analogy to your field would be the difference between a person with MSCE, MCP or similar certifications in MS technologies AND SOMEONE WITHOUT any such certification.
Except that in the case of PCMM, the cost-benefit aspects would be of primary consideration [the whole certification process would surely not be very cheap, counting ALL inputs that go into it].
Hope you get the point.

From India, Hyderabad
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