PCMM
PCMM
PCMM
The People CMM is a roadmap for implementing workforce practices that continuously improve the capability of an organizations workforce.
Curtis, Hefley, & Miller (2001)
goals
characterize maturity of workforce practices
set priorities for improving workforce capability become an employer of choice
Process Area
Continuous Workforce Innovation Organizational Performance Alignment Continuous Capability Improvement Mentoring Organizational Capability Management Quantitative Performance Management Competency-Based Assets Empowered Workgroups Competency Integration Participatory Culture Workgroup Development Competency-Based Practices Career Development Competency Development Workforce Planning Competency Analysis Compensation Training and Development Performance Management Work Environment Communication and Coordination Staffing
Competency Productivity
3 Defined
2 Managed
1 Initial
Risk Turnover
If no commitment
Failed efforts
If no ability
If no measurement If no verification
Declining compliance
by experience and or study. Skills represents the proficiency or ability in techniques or tools that an individual must be able to demonstrate.
Process abilities is the capacity to perform individual skills in the sequencing or method used in the organization.
Knowledge
Skills
Process abilities
Workforce Competency
Organization develops workforce competencies Organization Managers perform repeatable practices Empowered workgroups & measured capability
Individual
Levels
Competency Integration
Empowered Workgroups
Workgroup Development Participatory Culture Communication & Coordination
Quantitative Performance Management Competency Based Practices Career Development Compensation Performance Management Work Environment
Workforce Planning
Staffing
Level 3
Level 4
Level 5
Personal capability
Workforce competency
Workgroup capability
Workgroup capability
Workforce competency
Building Workgroups
Level 1 Level 2
Level 3
Level 4
Not designed for collective work, manager controls all activities and decisions
Processes, roles, and shared accountability, with manager coordinating & facilitating
Team independent but accountable to manager, and performs some of its own workforce activities
Unit
Workgroup
Empowered Workgroup
Level 3
Managed by competency needs
Level 4
Managed by the numbers
Level 5
Managed by innovative practices
Number of Noncompliances
30 25
UCL
. . .
20 15 10 5 0 Register Target Poor doc- Stack Register allocation knowledge umentation offsets parts
_ X
Manager
Competency community
Workforce capability
Improvement opportunity