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PCMM
People Capability Maturity Model
 PCMM- Agenda 2

• What is PCMM
• Structure of PCMM
• Sample Process Area ML-2: Performance Management
• P-CMM Assessment Process
• Sample Process Area ML-3: Competency Development
• ML-2 PAs, Goals and Practices
• ML-3 PAs, Goals and Practices
• Digital Tool

(People Capability Maturity Model® (P-CMM®) is a Copyright 2001 by Carnegie Mellon

University and the same is published for Unlimited distribution subject to the copyright)
 What is PCMM 3

Roadmap
for
implementing human resource practices
that continually improve
capability of an organization’s HR.
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Structure of the People CMM 6
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Total ML wise - Process Area, Goals and Practices

ML PA Goal Com Ability Imp - Meas Verify Total
mit Practice ure
ML-2 6 24 13 22 70 13 12 130

ML-3 7 28 16 36 77 16 16 161

ML-4 6 23 13 32 66 12 16 139

ML-5 3 12 6 16 34 6 7 69

Total 22 87 48 106 247 47 51 Practice

Total - 499
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One Sample Process Area

Performance Management ML-2
 Components of Process Area 9

1. Purpose
2. Description
3. Goals
4. Practices
• Commitment to Perform
• Ability to Perform
• Practices Performed - Specific to Process Area
• Measurement and Analysis
• Verifying Implementation
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Performance Management (PM)

(refer – page 179 of Model)

The purpose of Performance Management is;

- to establish objectives related to committed

work against which unit and individual
performance can be measured,
- to discuss performance against these
objectives and to continuously enhance
performance.
 PM Description
(refer – page 179 of Model)

Performance
Appraisal
Commitment 12345
Quality 12345
Cost control 12345
Team work 12345
Efficiency 12345
Discipline 12345
Overall rating
1 2 3 4 5 Ongoing discussion of work,
Skills, processes, resources
Focus
Focus Continuing
Individual improvement
evaluation of work
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What Does ‘Manage’ Mean?

‘Manage’ in the dictionary:

Manage: V To be in overall control or

charge, to deal with something or handle

‘Manage’ in the people

Man .age – To accept stewardship of a resource; to develop;
optimize the conditions affecting success.
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PM Goals
(refer – page 180 of Model)

1. Unit and individual performance objectives

related to committed work are documented.
2. The performance of committed work is regularly
discussed to identify actions that can improve it.
3. Performance problems are managed.
4. Outstanding performances is recognized or
rewarded.
5. Performance Management practices are
institutionalized to ensure they are performed as
managed processes.
PM Commitment to Perform – Practices
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(refer – page 181 of Model)

Commitment 1
The organization establishes and maintains a
documented policy for conducting its PM activities.

Commitment 2
An organizational role(s) is assigned responsibility
for assisting and advising units on PM activities.
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PM Ability to Perform – Practices
(refer – page 184 of Model)
Ability 1
Within each unit, an individual(s) is assigned responsibility and
authority for ensuring that PM activities are performed.

Ability 2
Adequate resources are provided for performing PM activities.

Ability 3
Individuals conducting PM activities receive the preparation
needed to perform their responsibilities.
Ability 4
Individuals who participate in PM activities receive appropriate
orientation in PM practices.
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Performance Management
Practices Performed
(HR Practices)
(refer – page 188 and 676 of Model)

Practice to Goal Mapping

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PM Goal 1 - Objectives
Unit and individual performance
Goal 1 objectives related to committed
work are documented
PROBLEMS SOLUTION
Confusing direction Unit objectives

Subjective evaluation Measurable objectives

Outdated objectives Periodic review

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PM - Objectives - Practices
Practice 1
Personal
Measurable performance objectives Practice 4
objectives based on committed Mile stones Performance
work are established for each unit Quality objectives based on
Training committed work are
documented for each
individual on a
Unit Personal periodic or event
objectives objectives driven basis.
Mile stones
New sales Defects
Volume

Practice 2
The unit’s performance objectives are
periodically reviewed as business
conditions or work commitments change
and if necessary they are revised
Practice 5
Personal
objectives Performance objectives
for each individual are
New sales reviewed on a periodic
are event driven basis
and if necessary revised.
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PM Goal 2 – Work improvements

The performance of committed work
Goal 2
is regularly discussed to identify
actions that can improve it.
PROBLEMS SOLUTION

Lack of credibility Focus on work, not

individual traits

Evaluation fever Improvement operation

Inaccuracy Continual awareness

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PM-Work Improvements- Practices (Discussion)

Practice 6 Practice 7
Those responsible for Those responsible for managing
performance management the performance of others maintain
activities maintain ongoing an awareness of accomplishment
communication about the against performance objectives for
performance of committed work each of the individuals whose
with those whose performance performance they manage.
they manage.

Matched to situation:
Frequency?
Method?
Topics?

Practice 8
The goal of evaluation is
Potential improvement in process, tools improvement not rating
or resources, which could enhance an
individual’s performance of committed
work are identified and actions are
taken to provide them.
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PM -Work Improvements-Practices (Management)
Practice 3 Practice 9
Those accountable for the The accomplishment of individuals
accomplishment of unit against their performance objectives
performance objectives track and are documented and discussed on a
manage unit performance. periodic or event driven basis
according to a documented procedure.

Personal
objectives
•Milestones
•Costs
•Quality Feedback
•Training Topics
Procedures •Accomplishments
•1 on 1with Mgr
•Poor evaluation •Capabilities
•3600review •Observations
•Expert panel
•etc •Disagreements
•Development needs
•etc

Unit
objectives
•Milestones Training & Compensation Performance
•Sales Mgt .. Goal 3
•Budget Development
•Quality
•Customer
•satisfaction
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PM Goal 3 - Problems
Goal 3 Performance problems are
managed
PROBLEMS SOLUTION
Avoidance Management

Legal liability Opportunity

Fairness Process
PM – Problems-Practices (Management) 23

Practice 10 Practice 11
If performance problem occurs Performance improvement plans are
they are discussed with appropriate developed for resolving persistent
individual(s). performance. Problems according to a
documented procedure.

Performance
Improvement plan
•Problems
•Actions
•Expected results
•Reviews
•Criteria
Practice 12 •Minimum changes
•Consequence
Performance against a documented •alternatives
performance improvement plans is
periodically evaluated, discussed and
documented.
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PM Goal 4 – Recognition
Goal 4 Outstanding performances is recognized or
rewarded.

PROBLEMS SOLUTION
Lack of appreciation Recognition and reward
Separate from
Delayed appreciation compensation

Inconsistent application Guidelines

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PM – Recognition - Practices
Practice 13 Guidelines
Guidelines for recognizing or •Purposes
rewarding outstanding •Eligibility
Performance are developed and •Types of recognition
communicated. •Level of rewards
•Consistency
•Responsibilities
•Process

Sky is the
limit
Practice 14
Recognition or rewards are made on an
appropriate basis as events occur that
justify special attention.
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PM Measurement and Analysis – Practices
(refer – page 204 of Model)

Measurement 1
Measurements are made and used to determine the
status and performance of PM activities.

Measurement 2
Unit measures of PM activities are collected and
maintained.
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PM Verifying Implementation– Practices
(refer – page 205 of Model)

Verification 1
A responsible individual(s) verifies that the PM
activities are conducted according to organization’s
documented policies, practices, procedures, and, where
appropriate, plans; and addresses noncompliance.

Verification 2
Executive management periodically reviews the PM
activities, status, and results; and resolves issues.
 ML-2 Managed - Process Area, Goals and Practices

PA Goals Commit Ability Imp - Measure Verify Total

Practice
STF 5 2 4 18 2 2 28

CC 4 3 3 11 2 2 21

WE 3 2 4 8 2 2 18

PM 5 2 4 14 2 2 24

TD 3 2 4 8 2 2 18

COMP 4 2 3 11 3 2 21

Total 24 13 22 70 13 12 Practice
Total - 130
 ML- 3 Defined - Process Area, Goals and Practices
PA Goals Comm Abili Imp - Measu Verif Total
it ty Practice re y
CA 4 2 4 9 2 3 20
WP 4 2 5 11 2 2 22
CD 4 2 6 8 2 3 21
CRD 3 2 6 8 3 2 21
CBP 4 2 5 14 2 2 25
WGD 5 3 5 15 3 2 28
PC 4 3 5 12 2 2 24
total 28 16 36 77 16 16 Practice
Total - 161
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Why Adopt People CMM ?

Intellectual Assets
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Why Adopt People CMM ?
Procedures and methods
defining the relationship of
tasks

A D
C

PROCESS

People
with skills,
training, and Tools and
motivation equipment
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Why Adopt People CMM ?

Human Res Mgt

•Process domain
•Best practices
•Goals & benefits

Total Quality Mgt. Org. Change & Dev.

Process & performance Culture & maturity
Quantitative management Assess & improve
Continuous improvement Change Management
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Empowered Work Group Concepts

Level 1 Level 2 Level 3 Level 4

Management Interpersonal Process

Coordination Coordination Coordination Empowerment
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People CMM Assessment Phases
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P1-Identify assessment scope

Preparing Phase

P2-Define Infrastructure Needed

P3-Plan Assessment Tasks

P4-Train Assessment Team

P5-Arrange Assessment Logistics

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S1-Select Survey Sample

Surveying Phase

S2-Prepare Survey Logistics

S3-Administer and Score Survey

S4-Analyze Survey Results

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Assessing Phase A1-Organize Assessment Team

A2-Analyze Survey Results

A3-Review Documents

A4-Interview Process Owners

A5-Consolidate Process Owner’s Data

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Assessing Phase A6-Perform follow-up Interviews

A7-Interview managers

A8-Consolidate Manager Data

A9-Conduct Workforce Discussions

A10-Consolidate Workforce Data

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R1-Report Findings and rate maturity

R2-Prepare final findings & recommendations

Reporting Phase

R3- Assessment Members Present final findings

R4- Board Decision to next level

R5-Roadmap for next level

R6-Complete final assessment report

R7- Roadmap with Report to Repository

 Undertake Gap Analysis of HR practices 45

The Gap Analysis is conducted by involving;

1) Process Owners (PO)
2) Managers (Mgr) implementing the HR practices in their respective
areas
3) Indivuals (Emp) being one of the interested party to HR practices

• Random Sampling Methodology shall be adopted in selecting

samples.
• Ratio of 1:5:11 = 17 (PO:Mgr:Emp) if only for ML 2.
• Ratio of 1:4:8 = 13 (PO:Mgr:Emp) for ML 3 and above.
• Minimum sample size for attribute data is 100.
• The proposed sample size becomes for;
ML 2 is 6*17 = 102
ML 3 is 13*13 = 169
ML 4 is 19*13 = 247
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The Maturity Level shall be determined as per the mapping
exercise. The following table is the basis for level determination
ML PA *Goal **PR Remarks

2 6 24 130 The Organization shall be declared as Maturity

Level 2 Once these 24 goals are satisfied. If any
one of the Goals are not satisfied the
organization is declared as ML 1
3 7 28 161 The Organization shall be declared as Maturity
Level 3 Once these 28+24 = 52 Goals are
satisfied including ML 2
4 6 23 139 The Organization shall be declared as Maturity
Level 4 Once these 23+28+24 = 75 Goals are
satisfied including ML 3 and 2
5 3 12 69 The Organization shall be declared as Maturity
Level 5 Once these all 87 Goals are satisfied
including ML 4, 3 and 2
Total 22 87 499

* is a must to satisfy ** is desirable to satisfy

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Recommendation whether to go for up-gradation
& suggesting timelines
Determined ML Proposed Recommendation Suggested Timelines

Initial (ML1) The Organization implement the 3 Months

Goals that are not satisfied in
Maturity Level 2
Managed (ML 2) The Organization implement the 6 Months (Cumulative 9)
Goals that are not satisfied in
Maturity Level 3
Defined (ML3) The Organization implement the 12 Months (Cumulative 18 in case of
Goals that are not satisfied in ML 2 or 21 in case of ML 1)
Maturity Level 4
Predictable (ML4) The Organization implement the 6 Months (Cumulative 18 in case of
Goals that are not satisfied in ML 3 or 24 in case of ML 2 or 27 in
Maturity Level 5 case of ML 1)
Optimizing (ML 5) Make Process Robust to ensure
Stability and Consistency. Regular
Measurement and Verification.
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Inform recommendations for

addressing key findings.
Recommendations for addressing key findings at;
Process area wise Goals level
Process area wise Implementation Practices
Process area wise Institutionalization Practices
Recommendations would include policies,
procedures, practices, guidelines for Implementation
and institutionalization of HR Practices.
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One Sample Process Area

Competency Development ML-3
purpose
The purpose of Competency Development
is to constantly enhance the capability of
the workforce to perform their assigned
tasks and responsibilities.
 Competency Development Concepts

Workforce Competency Profile

Sales
Workforce Competency Profile
Field Service
Training Workforce Competency Profile
And Software Engineer Competency
Development Knowledge
Application domain procedural
design Cobol & assembler
Development
numerical analysis machine
architecture etc

Recruitment analysis
Skills System design
Coding
Debugging
Documenting etc

Process abilities Integrated team design

Change control
Fagan Inspections
Test procedures etc
Unit Focus
Workforce Competencies
Organization Focus
 CD Goal 1 – Opportunities
The organization provides opportunities for
Goal 1 individuals to develop their capabilities in its
workforce competencies

PROBLEMS SOLUTIONS

No growth Development
opportunities

One course fits all Graduated activities

Lack of awareness Communication

 CD Goal 1 – Practices
Practice 1
Competency development activities are
based on the competency development
plans within each workforce
competency.
Practice 2
Graduated training and development
activities are established for
developing capability in each of the
organization’s workforce
competencies.

Practice 3
The organization makes available
descriptions of workforce
competencies and information about
development opportunities related to
them.
 CD Goal 2 – Initiative
Individuals develop their knowledge skills and
Goal 2 process abilities in the organization’s workforce
competencies.

PROBLEMS SOLUTIONS

Paternalism Individual initiative

Random Competency based

development development

Development guesswork Facilitation

 CD Goal 2 - Practices
Practice 5 Practice 4
Individuals are actively involved in Competency based training and
identifying and pursuing learning development activities are identified
opportunities to enhance their for each individual to support their
capabilities in the organization’s development objectives
workforce competencies.

Senior opportunities
Software Engineering
Courses:
• Languages
• Operating systems
• Design methods
Mentors
Degree programs
Certifications
Guided self study
 CD Goal 3 – Experience Base
The organization uses the capabilities of the
Goal 2 workforce as resources for developing the
workforce competencies of others.

PROBLEMS SOLUTIONS

No follow-up Mentors

Informal Competency
network community

Organizational amnesia Shared

learning
 CD Goal 3 – Practices
Practice 6 Practice 7
Capable individuals within The organization supports
a competency community communication among those
are used to mentor those comprising a competency
with less capability in the community.
competency.

Practice 8 Repository
Competency based experience and How to Lesson
information is captured and made advice learned
available to those within a software
competency community.
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Level 2 - Managed
STAFFING
The purpose of Staffing is to establish a formal process by which;
- committed work is matched to unit resources and
- qualified individuals are recruited, selected, and transitioned
into assignments.
COMMUNICATION AND COORDINATION

The purpose of Communication and Coordination is to ensure;

- timely communication across the organization and
- that the people have the skills to share information and
coordinate their activities efficiently.
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Level 2 - Managed
WORK ENVIRONMENT
The purpose of Work Environment is to establish and maintain;
- physical working conditions and
- to provide resources that allow individuals and workgroups
to perform their tasks efficiently without unnecessary
distractions.
PERFORMANCE MANAGEMENT
The purpose of Performance Management is to establish
objectives related to committed work against which unit and
individual performance can be measured, to discuss performance
against these objectives and to continuously enhance
performance.
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Level 2 - Managed
TRAINING AND DEVELOPMENT
The purpose of Training and Development is to ensure that;
- all individuals have the skills required to perform their
assignments and
- are provided relevant development opportunities.

COMPENSATION
Compensation is to provide all individuals with;
-remuneration and benefits based on
their contribution and values to the organization
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Level 3
COMPETENCY ANALYSIS
- Defined
The purpose of Competency Analysis is;
- to identify the knowledge, skills, and process abilities
required to perform the organization's business activities
so that they may be developed and used as a basis for
workforce practices.
WORKFORCE PLANNING
The purpose of Workforce Planning is;
- to co-ordinate workforce activities with current and future
business needs at both the organizational and unit levels.
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Level 3 - Defined
COMPETENCY DEVELOPMENT
The purpose of Competency Development is;
- to constantly enhance the capability of the workforce to
perform their assigned tasks and responsibilities.

CAREER DEVELOPMENT
Ensure that all individuals are;
-motivated and are provided opportunities to
develop new skills that enhance their ability to
achieve career objectives
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Level 3 - Defined
COMPETENCY BASED PRACTICES
The purpose of Competency based practices is to ensure;
- that all workforce practices are based in part
on developing the competencies of the workforce
WORKGROUP DEVELOPMENT

The purpose of Workgroup Development is;

- to organize work around competency-based process
abilities
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Level 3 - Defined

PARTICIPATORY CULTURE
The purpose of Participatory Culture is;
- to allow an organization to exploit the full capability
of its workforce for making decisions that affect the
performance business activities
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ध यवाद
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chandra@maclead.com - 9810070169