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People-CMM for Agile People

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People-CMM for Agile People

  1. 1. P S I d r e People CMM for Agile People April 26, 2011 Ben Linders/Cecile Davis © SPIder P-CMM Workgroup 2011 www.workforcematurity.nl
  2. 2. P S I d r Migrating to Agile e Organizations migrating to Agile often experience difficulties interfacing and supporting Agile teams. They need new ways of managing and steering teams. • Communication with surrounding organization • Work environment demands • Supporting team culture • Competencies & Skills • Share knowledge across teams • Conflicting management styles • Rewarding teams © SPIder P-CMM Workgroup 2011 2 www.workforcematurity.nl
  3. 3. P S I People CMM?? d r e • Roadmap for implementing workforce practices that continuously improve the capability of an organization’s workforce. • Focus on people It enables organizations to: • Attract, develop, organize, motivate, and retain required workforce • Align workforce development with strategic business goals • Characterize maturity of workforce practices • Set priorities for improving workforce capability © SPIder P-CMM Workgroup 2011 3 www.workforcematurity.nl
  4. 4. P S I d r P-CMM: Primary Objective e CMM CMMi P-CMM improve capability improve capability of an improve capability of an of an organization organization’s processes organization’s workforce • The P-CMM, defines capability as the level of knowledge, skills, and process abilities available within each workforce competency of the organization to build its products or deliver its services. P-CMM CMMI-DEV, ACQ, SVS, TSP Workforce Process enable predict Performance capability capability s © SPIder P-CMM Workgroup 2011 s 4 www.workforcematurity.nl
  5. 5. P S I P-CMM levels d r e Level Level Focus Focus Process Area Competency 5 Continuous Workforce Innovation Productivity Continuous Improvement Organizational Performance Alignment Optimizing Continuous Capability Improvement Mentoring 4 Organizational Capability Management Predicting Quantitative Performance Management Predictable Capability & Performance Competency-Based Assets Empowered Workgroups Competency Integration Participatory Culture Workgroup Development 3 Organizational Competency-Based Practices Competency Career Development Defined framework Competency Development Workforce Planning Competency Analysis Compensation 2 Basic Training and Development Managed Management Performance Management Practices Work Environment Communication and Coordination Staffing Risk 1 Turnover Initial Dutch SPIder PCMM Overview 5 3 Gian Wemyss 3 June 2009
  6. 6. P S I d r Agile assumes … e • “Mature” workforce • different management style • Flexibility, adoption to team needs • Timely solutions, continuously improved People CMM • increase ability to meet Agile demands. • roll-out and deployment of agile processes and methods • addition to agile processes and methods. © SPIder P-CMM Workgroup 2011 6 www.workforcematurity.nl
  7. 7. P S I d r Agile P-CMM Roadmap e Roadmap: P-CMM process areas that an organization can implement as a start, to (using Agile principles) reap quick business benefits © SPIder P-CMM Workgroup 2011 7 www.workforcematurity.nl
  8. 8. P S I d r Competency Development e To constantly enhance the capability of the workforce to perform their assigned tasks and responsibilities • Developing knowledge, skills and process capability • Skill development by coaching, pair programming, etc. • Give and receive feedback • Learn as a team: Retrospectives • Learning in the organization: Communities, knowledge management, recognized experts, etc. © SPIder P-CMM Workgroup 2011 8 www.workforcematurity.nl
  9. 9. P S I Conclusion d r e People-CMM can help organizations to improve their agile workforce capability in a structured way and to migrate to agile Roadmap addresses critical workforce issues – Staffing – Participatory Culture – Communication and Coordination – Compensation – Work Environment – Competency Development © SPIder P-CMM Workgroup 2011 9 www.workforcematurity.nl
  10. 10. P S I d r More information e http://asq.org/pub/sqp/index.html http://www.sei.cmu.edu/cmmi/tools/peoplecmm/ www.workforcematurity.nl Ben Linders Senior Consultant Cecile Davis Email: info@BenLinders.com Test Consultant Twitter: @BenLinders Twitter Email: cecile.davis@sogeti.nl Website:www.benlinders.com Website: Twitter: @cecileAdavis © SPIder P-CMM Workgroup 2011 10 www.workforcematurity.nl

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