Sorry, the link did not work. Please go through P-CMM, which stands for the People Capability Maturity Model, first developed at the Software Engineering Institute (SEI). Details can be found at
CMMI | CMMI.
The full best practices model is available on the SEI website and has also been published in the US, India, Japan, and China. The Indian edition is as follows: 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 achieve its goal of workforce capability at various maturity levels through the application of common practices.
How Does the P-CMM Approach Differ?
P-CMM provides a framework and establishes a common language for communication in task execution, performance verification, and measurement for further enhancements to reduce costs and increase profits at individual, team, group, department, company, or organizational levels.
The main objective of P-CMM is to address internal workforce problems, improve practices, and facilitate organizational growth.
P-CMM Maturity Levels
P-CMM consists of five maturity levels: Initial, Repeatable, Defined, Managed, and Optimized. The Initial level indicates that P-CMM does not exist, or the organization performs tasks randomly.
The Repeatable level involves instilling basic discipline in the workforce to address issues such as staffing, training, communication, and performance management processes. These maturity levels encompass key process areas that evolve in any organization following P-CMM activities.
At the 'Defined' level, KPAs define HR competencies and align the workforce with those competencies. Each maturity level defines specific KPAs to institutionalize in the corporate culture to enhance product quality, services, workforce talent, and financial results.
Defined maturity levels encompass Knowledge and Skills analysis, Workforce planning, Competency Development, Career Development, competency-based practices, and a participatory culture.
After establishing repeatable KPA practices, the organization moves to the Defined level, focusing on core competencies by analyzing business processes and aligning them with core competencies. This alignment ensures that organizational and individual competencies are defined and aligned, leading to a competitive workforce advantage.
Managed and Optimizing Levels
Moving on to the Managed level, organizations focus on team-based practices and performance measurement to align with different organizational levels. Key KPAs include mentoring, team building, team-based practices, Organization competency management, and Organizational performance alignment, all of which are interdependent.
P-CMM emphasizes that by carefully and systematically applying processes and practices, organizations can enhance soft and hard skills, enabling them to progress to higher maturity levels efficiently.
The Optimizing level KPAs focus on Personal Competency Development, Coaching, and Continuous Workforce innovation, aiming for continuous improvement in personal competencies and workforce practices.
P-CMM's evolutionary maturity levels develop organizational talent through key practices in these process areas, where each key practice is a policy, procedure, or activity that implements the process or KPA.
Courtesy: Cite Hr - Information provided by our fellow members.
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