The strategic objectives of the P-CMM are to
• Improve the capability of organizations by increasing the capability of their workforce
• Ensure that software development capability is an attribute of the organization rather than of a few individuals
• Align the motivation of individuals with that of the organization
• Retain human assets (i.e., people with critical knowledge and skills) within the organization
The P-CMM includes practices in such areas as
• Work environment
• Communication
• Staffing
• Managing performance
• Training
• Compensation
• Competency development
• Career development
• Team building
• Culture development
This presentation talks about Talent Management which is the science of using strategic human resource planning to improve business value. It also focuses on core people issues, organisation asset management, challenges face by HR executives, maturity framework of PCMM and case studies of famous organizations.
People Capability Maturity Model (P-CMM) Facing the Key HR Challenges of MSME...JIANGUANGLUNG DANGMEI
Micro Small and Medium Enterprises (MSME) have a significant role in the growth of Indian economy and contribute to generating employment especially in the rural areas. But, the performances of the MSME in the globalization period have not been satisfactory as the number of sick MSME is increasing year by year. The MSME in India now face a tough competition from large industries and are not adequately equipped to compete
with the global players. There are many challenges in the MSME of India and HR practices are one of the major
problems. Many industries claimed that the P-CMM is a strategy for transforming an organization in the modern
era by improving workforce practices progressively. Therefore, this paper specifically tries to enlighten the
important of P-CMM and its relevant applications to solve the HR problems faced by the MSME of India.
Talent Management Framework - A look at PCMMUtsav Agarwal
PCMM, acronym for People Capability Maturity Model, is a maturity framework that focuses on continuously improving the management and development of the human assets of an organization
This presentation is dedicated to PCMM maturity model. People Capability Maturity Model is about restructuring organizations based on organization involved persons' capabilities which is one of the best methods in its own.
Localization Maturity Model - the Reactive Stages.
We understand that most organizations do not have the time and internal resources to focus on process management and improvement on their own. Language Solutions Inc. has developed the Client Mentor Program™ to work side-by-side with our clients, guiding and empowering them to take an active role in their globalization and localization initiatives. This assistance and the tools for clients are offered for your success as your translation needs and management of those needs grow.
The LSI Global Communication Maturity Model™ 2.0 shows an enhanced view of the stages through which organizations will progress when implementing a global communications strategy. Each stage represents a point in time when an organization faces unique challenges that must be met and built upon in order to move forward on their global business path.
http://www.langsolinc.com/translation-quality-standards/localization-maturity/
How to Create a Competency-Based Training Program. Webinar 04.09.14BizLibrary
Employee training is fluid, dynamic and complex – which is why competency-based training is a more important strategic component of today’s employee learning strategies. www.bizlibrary.com/webinars
Fhyzics - a global leader in business analysis - offers business consulting, business analysis, business analytics, process improvement, product development and supply chain services to organisations in India and abroad. Today’s businesses are under tremendous pressure to adopt to the changes in regulatory framework, constantly changing customer preferences and disruptive business models. This mandates the business leaders to continuously upgrade their knowledge in various areas that could potentially help or affect their businesses. Keeping this in mind, Fhyzics has launched One-Day, Case Study Based Executive Development Programs, where the business leaders can upgrade their skill and can implement in their organisations. These programs are designed after intense research on international best practices.
Competency Development in the Indian IT scenario plays a very important role in ensuring objectives are met successfully. There is not much planning done to make it successful - here are my thoughts on the ingredients to add value.
TQM , QUALITY CIRCLE , EFFECT OF DOWNSIZING, HRM IN MULTI -NATIONAL CORPORATION , HUMAN RESOURCE ACCOUNTING , OUTSOURCING , INTRODUCTION TO FACILITY MANAGEMENT
Credence Training and Consulting provides competency based 360° corporate training solutions. Our training model allows the organisation to provide a comprehensive personal development and helps to gauge ROI on each employee.
Business in a modern world is a constant transformation. Markets, companies and even complete societies are subject to constant change. The ability to transform is a key success factor in business but also a major challenge. „How to“ transform? Which factors are relevant for a sustainable and successful transformation? This paper will give some answers to these questions and we will show, that transformation is strongly related to:
Why? The purpose of the future business and transformation process has to be carved out precisely and communicated well. This is essential to get the buy-in of all relevant stakeholders. They have to understand the necessity to change values, behaviors and develop the competencies needed for a future excellence.
How? A well-laid strategy in combination with operational excellence in organizational design and process layouts sets the direction, a structured development of competencies and skills ensures the necessary abilities are in place.
What? In the end the result oriented execution of strategies and plans will be the key factor for success. Only realized results make the difference!
Effective Lean Six Sigma Computer Based TrainingTori Wolf, CMP
Bring about rapid culture change and eliminate waste on a daily basis by building your Lean Six Sigma efforts on a firm foundation...YOUR WORKFORCE. Don't let your Black Belts go it alone!
In India, Business Process Outsourcing (BPO) is the fastest growing segment of the ITES (Information Technology Enabled Services) industry. Factors such as economy of scale, business risk mitigation, cost advantage, utilization improvement and superior competency have all lead to the growth of the Indian BPO industry. Business process outsourcing in India, which started around the mid-90s, has now grown by leaps and bounds.
This presentation talks about Talent Management which is the science of using strategic human resource planning to improve business value. It also focuses on core people issues, organisation asset management, challenges face by HR executives, maturity framework of PCMM and case studies of famous organizations.
People Capability Maturity Model (P-CMM) Facing the Key HR Challenges of MSME...JIANGUANGLUNG DANGMEI
Micro Small and Medium Enterprises (MSME) have a significant role in the growth of Indian economy and contribute to generating employment especially in the rural areas. But, the performances of the MSME in the globalization period have not been satisfactory as the number of sick MSME is increasing year by year. The MSME in India now face a tough competition from large industries and are not adequately equipped to compete
with the global players. There are many challenges in the MSME of India and HR practices are one of the major
problems. Many industries claimed that the P-CMM is a strategy for transforming an organization in the modern
era by improving workforce practices progressively. Therefore, this paper specifically tries to enlighten the
important of P-CMM and its relevant applications to solve the HR problems faced by the MSME of India.
Talent Management Framework - A look at PCMMUtsav Agarwal
PCMM, acronym for People Capability Maturity Model, is a maturity framework that focuses on continuously improving the management and development of the human assets of an organization
This presentation is dedicated to PCMM maturity model. People Capability Maturity Model is about restructuring organizations based on organization involved persons' capabilities which is one of the best methods in its own.
Localization Maturity Model - the Reactive Stages.
We understand that most organizations do not have the time and internal resources to focus on process management and improvement on their own. Language Solutions Inc. has developed the Client Mentor Program™ to work side-by-side with our clients, guiding and empowering them to take an active role in their globalization and localization initiatives. This assistance and the tools for clients are offered for your success as your translation needs and management of those needs grow.
The LSI Global Communication Maturity Model™ 2.0 shows an enhanced view of the stages through which organizations will progress when implementing a global communications strategy. Each stage represents a point in time when an organization faces unique challenges that must be met and built upon in order to move forward on their global business path.
http://www.langsolinc.com/translation-quality-standards/localization-maturity/
How to Create a Competency-Based Training Program. Webinar 04.09.14BizLibrary
Employee training is fluid, dynamic and complex – which is why competency-based training is a more important strategic component of today’s employee learning strategies. www.bizlibrary.com/webinars
Fhyzics - a global leader in business analysis - offers business consulting, business analysis, business analytics, process improvement, product development and supply chain services to organisations in India and abroad. Today’s businesses are under tremendous pressure to adopt to the changes in regulatory framework, constantly changing customer preferences and disruptive business models. This mandates the business leaders to continuously upgrade their knowledge in various areas that could potentially help or affect their businesses. Keeping this in mind, Fhyzics has launched One-Day, Case Study Based Executive Development Programs, where the business leaders can upgrade their skill and can implement in their organisations. These programs are designed after intense research on international best practices.
Competency Development in the Indian IT scenario plays a very important role in ensuring objectives are met successfully. There is not much planning done to make it successful - here are my thoughts on the ingredients to add value.
TQM , QUALITY CIRCLE , EFFECT OF DOWNSIZING, HRM IN MULTI -NATIONAL CORPORATION , HUMAN RESOURCE ACCOUNTING , OUTSOURCING , INTRODUCTION TO FACILITY MANAGEMENT
Credence Training and Consulting provides competency based 360° corporate training solutions. Our training model allows the organisation to provide a comprehensive personal development and helps to gauge ROI on each employee.
Business in a modern world is a constant transformation. Markets, companies and even complete societies are subject to constant change. The ability to transform is a key success factor in business but also a major challenge. „How to“ transform? Which factors are relevant for a sustainable and successful transformation? This paper will give some answers to these questions and we will show, that transformation is strongly related to:
Why? The purpose of the future business and transformation process has to be carved out precisely and communicated well. This is essential to get the buy-in of all relevant stakeholders. They have to understand the necessity to change values, behaviors and develop the competencies needed for a future excellence.
How? A well-laid strategy in combination with operational excellence in organizational design and process layouts sets the direction, a structured development of competencies and skills ensures the necessary abilities are in place.
What? In the end the result oriented execution of strategies and plans will be the key factor for success. Only realized results make the difference!
Effective Lean Six Sigma Computer Based TrainingTori Wolf, CMP
Bring about rapid culture change and eliminate waste on a daily basis by building your Lean Six Sigma efforts on a firm foundation...YOUR WORKFORCE. Don't let your Black Belts go it alone!
In India, Business Process Outsourcing (BPO) is the fastest growing segment of the ITES (Information Technology Enabled Services) industry. Factors such as economy of scale, business risk mitigation, cost advantage, utilization improvement and superior competency have all lead to the growth of the Indian BPO industry. Business process outsourcing in India, which started around the mid-90s, has now grown by leaps and bounds.
Total Quality Management Project Charter for HP IndiaKaustav Lahiri
TQM is an integrated organizational approach in delighting customers (both external and internal) by meeting their expectations on a continuous basis through everyone involved with the organizational working on continuous improvement in all products/processes along with proper problem solving methodology.
How to implement operational excellence in organizationsglobalsevensteps
Operational excellence is about achieving full potential of organisations performance. It goes beyond cutting costs. Many organisations struggle to achieve the most obvious deliverables to the customers.
Quality of products and services
Delivery performance in line with customer requirement – CRD
Fulfilment of ordered quantity.
Cost of goods in line with the market demand.
Encouraging Business Excellence through Continuous ImprovementGroup50 Consulting
Customers, stockholders, and employees are just a few of the parties that will benefit when a company implements a continuous improvement program. On the other hand, a company should not implement continuous improvement just once and then stop.
slides include basic understanding of vision, mission, core competence, business process re-engineering, enterprise resource planning, Empowerment, cyber cop and value stream management.
Operational Excellence: Getting the most out of your Lean and Six Sigma programsWilson Perumal and Company
Operational Excellence is more important now than ever. Your customers demand it! However, evidence shows that traditional approaches to achieving Operational Excellence are not delivering the expected results. In this presentation delivered at the APICS Houston Professional Development Meeting on May 15, 2015, Chris Seifert, Manager at Wilson Perumal & Company, explains why traditional approaches to Operational Excellence are failing, and provides strategies you can use to make Lean and Six Sigma relevant in today's complex world.
Operational Excellence Series III Continues Improvement Deployement Erdem Dursun
In the previous chapter of our OPEX approach, we emphasized the importance of continuous improvement. In this chapter we will go deeper in CI and study how to deploy it successfully.
There are massive changes happening in talent management that require companies to implement talent acceleration strategies. These changes create a great impact on staffing and people processes, but also create risks for business capability and continuity. This webinar will give you a firm grounding in what you need to know and how your company or organization can respond to the new agile marketplace.
Join us for this trend-setting 40-minute webinar & learn:
The four big problems most companies face.
Three tactical strategies to implement now.
Defining the talent acceleration challenge.
The value of talent acceleration – effective metrics to quantify business & people impact.
This ppt is for all those who have interest in Performance management. Let it be employee or employer.
Every employee waits whole year in dreams of getting of good appraisal next year . He should be well prepared for it in advance.
Similarly people how are in HR department or Management should be also very much prepared to face question, and answer the query without any ego or attitude in benefit of organization.
Reference source is "A HAND BOOK OF COPYRIGHT LAW"
There is an acute lack of awareness on various issues relating to copyright and related rights amongst stakeholders, enforcement agencies, professional users like the scientific and academic communities and members of the public. The questions put forth by the representatives of these sections of society vary from those relating to the very fundamentals of intellectual property rights to those which relate to practical applications.
The title Rich Dad, Poor Dad refers to the two main male influences that Robert had as a child. His own father, the figurative “poor dad,” worked at a steady job for a living, while the “rich dad” (the father of a friend) ran a multitude of businesses. Most of this book is told from the perspective of Robert learning from his “rich dad” about how to make money – and seeing how his “poor dad” made huge money mistakes. The first two thirds of the book covers six lessons taught to Robert by his rich dad.
Useful for Law students, MBA- HR students, CS Students, Employees , Employer.
I have also mentioned a list of forms generally used during gratuity.
Every body should be aware of do's and don't. Knowledge of your rights makes you powerful.
Application of the Act
When gratuity is payable
Amount of gratuity payable
Forfeiture of gratuity
Obligations and rights of the employer
Compliance under the Act
reference: http://blog.simplycareer.net/2013/06/gratuityact.html
I have also refereed other sites and text books.
Theory related to to Industrial Relation .
Three main Machinery of Industrial Relation Conciliation, Arbitration, Adjudication.
Along with few detail on Lock-out and Strike
This Presentation will help in you understanding what a customer is thinking, what is his response . Understanding the thinking pattern of customer will allow you to throw a right ball with right angle, which will definitely help you in closing your deal.
Useful for - Student, Executive, Sales Person.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
India Orthopedic Devices Market: Unlocking Growth Secrets, Trends and Develop...Kumar Satyam
According to TechSci Research report, “India Orthopedic Devices Market -Industry Size, Share, Trends, Competition Forecast & Opportunities, 2030”, the India Orthopedic Devices Market stood at USD 1,280.54 Million in 2024 and is anticipated to grow with a CAGR of 7.84% in the forecast period, 2026-2030F. The India Orthopedic Devices Market is being driven by several factors. The most prominent ones include an increase in the elderly population, who are more prone to orthopedic conditions such as osteoporosis and arthritis. Moreover, the rise in sports injuries and road accidents are also contributing to the demand for orthopedic devices. Advances in technology and the introduction of innovative implants and prosthetics have further propelled the market growth. Additionally, government initiatives aimed at improving healthcare infrastructure and the increasing prevalence of lifestyle diseases have led to an upward trend in orthopedic surgeries, thereby fueling the market demand for these devices.
2. Why People-CMM ???
• With the help of the
Capability Maturity
Model for Software,
many organizations have
made improvements in
their software processes
and practices. These
improvements have
resulted in improved
productivity, quality, and
time to market.
3. Why PCMM
• Compete with lower priced talent in
other countries
• Satisfy the exponential explosion in
the amount and complexity of
software required by most current
and future products
• Increase the quality and reliability of
software systems to levels achieved
by hardware, especially in life- and
business-critical applications
4. Improving process capability benefits
High
Maturity
Capability
Organization-wide
Outcomes
Technology
Deployment
Improved
Enterprise
Risk
Management
Leaner Ops
Culture based on
trust and facts
Speed
Improved
Compliance
Agility
Improved
margin
This set of complex interactions is measurable!
5. The Five Capability Levels
Level 1
Initial
Inconsistent
management
Level 2
Managed
Work unit
management
Level 3
Defined
Business line
management
Level 4
Predictable
Capability
management
Level 5
Innovating
Change
management
Capability Maturity
Model:
A Framework for
Measuring
Organizational
Capability
6. 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
7. How the MM’s Works-General
Level 5
Innovating
Implement continual
proactive improvements to
achieve business targets
Capable processes
Perpetual innovation
Change management
Level 4
Predictable
Manage process and results
quantitatively and exploit
benefits of standardization
Predictable results
Reuse/knowledge mgt.
Reduced variation
Level 3
Standardized
Develop standard
processes, measures, and
training for product & service
offerings
Productivity growth
Effective automation
Economies of scale
Level 2
Managed
Build disciplined work unit
management to stabilize work
and control commitments
Reduced rework
Repeatable practices
Satisfied schedules
Level 1
Initial
Motivate people to overcome
problems and just “get the
job done”
Mistakes, bottlenecks
Ad hoc methods
Hero worship
8. 8
How the MM’s Work-Measurement
Level 5
Innovating
Implement continual
proactive improvements to
achieve business targets
Deep/unique process
insight supported by
numbers/analytics
Level 4
Predictable
Manage process and results
quantitatively and exploit
benefits of standardization
Manage by the
numbers/analytics
Level 3
Standardized
Develop standard
processes, measures, and
training for product & service
offerings
Process and data
standards
Aggregation possible
Level 2
Managed
Build disciplined work unit
management to stabilize work
and control commitments
Work group/project
quality
Aggregation
difficult/costly
Level 1
Initial
Motivate people to overcome
problems and just “get the
job done”
Ad hoc methods
No data standards
No aggregation
9. • Data collection of
this project is
done in a
Manufacturing
company .
• Detail of company
and research will
be presented
subsequently
11. Profile of Ashapura Garments Limited
• Ashapura Garments was founded in year 1970 by Mr. Sandeep Vedant;
Today Winstone jeans has its presence across in India and over 10
countries with four more brands that echo new ensemble in fashion for
men and women. Mr. Sandeep Vedant have left no stone unturned to
make Winstone Jeans largest selling brand in the country.
• Vision
To set benchmarks in the world of denims in terms of quality, technology, trust and
name.
To associate the name of Ashapura Garments with business partners who aspire for long
term business relation
And have a definite dream of scaling new heights in the world of high quality fashion
12.
13. System Beyond The Limit
Latest Technology used by Ashapura Garment Ltd
17. Maturity Levels Process Categories
Themes
1:Developing
Capabilities
2:Building Teams
and Culture
3:Motivating and
managing
performance
4:Shaping the
workforce
5:Optimizing
Coaching
Personal Competency
Development
Continuous Workforce Innovation
4:Managed Mentoring Team Building
Organizational
Performance Alignment
Team-Based Practices
Organizational
Competency
Management
3:Defined
Competency Development
Knowledge and Skills
Analysis
Participatory Culture
Competency-Based
Practices
Career Development
Workforce Planning
2:Repeatable
Training
Communication
Communication
Compensation
Performance Management
Work Environment
Staffing
1:Initial
18. Interview Approach
Ms. Rajani Shetty, Vice president, Ashapura
Garmenst Ltd.
“Implementation of level 5 has already started which we will be
able to as soon we start operating in Mundra SEZ (New
Production Unit), where we have totally integrated system,
helping in customization of production”.
19. Findings
• Characterize the maturity of their
workforce practices
• Guide a program of continuous
workforce development
• Set priorities for immediate actions
• Integrate workforce development
with process improvement
20. •It is a discipline that let empowered
individual speak up and heard.
•Organization experiencing difficulties
with change management and
organization transformation must
attempt the People CMM before
attempting any other model.
•Unlike SW-CMM is only those individual
who work for software development
process in the change initiative, or the
International Organization for
Standardization (ISO) that includes on
those organization which are
responsible for establishment of a
Quality Management System (QMS).
•organizational workforce – starting
from janitor up to the CEO.
•Organizations which deal with terminal jobs
for their businesses cannot and will not be
able to find People CMM useful.
•These are organization which lives by
percept: “this is the way it has been done
number of years in past and this is the same
way it is going to be done now and in future.
•PCMM also has little applicability to
organizations that are either complacent by
virtue of being too unmanageable or have a
hard time dealing with empowering
individuals
21. Books:
Competing on Analytics-HBS Press
Hard Facts, Dangerous Half-Truths and Total Nonsense-HBS Press
Your Gut is Still Not Smarter Than Your Head-Wiley
CFO Insights: Delivering High Performance-Wiley
Business Journals and Reports:
Harvard Business Review, “Managing Human Sigma” and 2005; “Toward a Theory
of High Performance, 2005
PWC CEO Complexity Study, 2006
PWC and UK Institute of Internal Auditors, 2007
Accenture Outlook, 2003-2007
Bain, Annual “Management Tools Survey”, 2007
IBM CEO Expanding the Innovation Horizon, 2006
Business Week 2007 Advertising citing “The New Risk Environment”, Conference
Board Study on Enterprise Risk Management, 2007
Experts: Dr. Bill Curtis (Process) and Dr. Robert Charette (Enterprise Risk Management)
Bio’s available on www.capabilitymeasurement.com