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People Capability Maturity Model (PCMM)

People Capability Maturity Model (PCMM, People CMM, P-CMM) is a maturity framework that describes the key elements of managing and developing the workforce of an organization. It describes an evolutionary improvement path from an ad hoc approach to managing the work-force, to a mature, disciplined development of the knowledge, skills, and motivation of the people that fuels enhanced business performance.

 People CMM is a framework that helps organizations successfully address their critical people issues. Based on the best current practices in fields such as human resources, knowledge management, and organizational development, the People CMM guides organizations in improving their processes for managing and developing their workforces. The People CMM can also be used by any kind of organization as a guide for improving their people-related and work-force practices.

 
 

 

Current Version of the PCMM is Version 2, was released in 2001

  • Characterize the maturity of their human resource practices
  • Set priorities for improving the competence of its work-force
  • Integrate competence growth with process improvement
  • Establish a culture of workforce excellence 

The People Capability Maturity Model adapts the maturity framework of the Capability Maturity Model for Software, to managing and developing an organization's work force.

PCMM has five maturity levels and each maturity level provides a layer in the foundation for continuous improvement and equips the organization with increasingly powerful tools for developing the capability of its workforce.

people-cmmi

The maturity level of the PCMM Version 2 is consisting the “22 Process Area”. The below depiction shows the name of all the 22 processes areas along with level.

Maturity Level

Focus

Process Areas

 

5
Optimizing

 

Continuously improve and align personal work group and organizational capability

 

Continuously Workforce Innovation
Organizational Performance Alignment
Continuous Capability Improvement

 

4
Predictable

 

Empower and integrate workforce competencies and manage performance quantitatively

 

Mentoring
Organizational Capability Management
Quantitative Performance Management
Competency Based Assets
Empowered Workgroups
Competency Integration

 

3
Defined

 

Develop workforce competencies and workgroups, and align with business strategy and objectives

 

Participatory Culture
Workgroup Development
Competency-Based Practices
Career Development
Competency Development
Workforce Planning
Competency Analysis

 

2
Managed

 

Managers take responsibility for managing and developing their people

 

Compensation
Training and Development
Performance Management
Work Environment
Communication Coordination
Staffing

1
Initial

 

 

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