Overview of People CMM
SITARA Continuing Education Points: 1 point
TUTORIAL DURATION : 1 Day
PREREQUISITES: Project Management & Team Building experience in a software development environment. Good understanding of issues concerning Process Engineering.
A good exposure and understanding of the structure of the PCMM can be obtained to serve as
a prerequisite for a more elaborate treatment of the PCMM framework
This tutorial is a good introductory course to provide an overview of the PCMM framework. In order to sustain the gains of a change initiative, we now see that we must work to change the relationship styles, attitudes and self-esteem of the people who are expected to live out these changes. A strong blend of both technical skills and people skills are needed for a successful management of a change initiative. Whatever an organization is doing now, no matter how bizarre or dysfunctional it might appear, it was at one time a successful response to the reasons surrounding the exhibited behavior. The PCMM framework helps an organization to continually clarify and explore whether the exhibited response is still a valid response ... or should the organization do something different with the changes to the circumstances. The framework is a staged approach to managing the circumstances that surround an organizational competency development program.
Some of the key areas addressed by the PCMM framework include
career development, compensation, competency development, culture
development, performance management, training, team building, workforce
management and personal competency development. When viewed as a staged
model, at Level 2 the Repeatable Level, issues that keep people from being
able to perform their work responsibilities are addressed by building a
foundation of basic workforce practices to create a CULTURE OF COMMITMENT.
At Level 3 the Defined Level, any inconsistencies in workforce practices
are removed by analyzing skills required by its workforce to execute the
business functions by identifying best practices and tailoring mechanism
in its own workforce activities to create a CULTURE OF PROFESSIONALISM. At
Level 4 the Managed Level, experience of the organizational workforce is
effectively leveraged to provide strong mentoring and alignment of
individual performance to the team, unit and organizational goals by
creating a CULTURE OF COMPETENCIES. At Level 5 the Optimizing Level,
continuous clarification of individual competencies by finding innovative
ways to improve workforce capability by providing an environment of
perpetual improvement and growth of competencies using effective coaching
programs to build a CULTURE OF CONTINUOUS IMPROVEMENT & EMPOWERMENT is
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