In organizations based on knowledge, skills are key factors leading to success. Therefore, seeing such a relationship, these organizations should look for ways to increase the single most important factor among the staff.
Software Engineering Institute (SEI), located at Carnegie Mellon University, created the "People Capability Maturity Model (PCMM). PCMM helps organizations develop the skills of employees broken down by level of maturity where organizations are located. It also helps to recognize the problems based on new trends in human resource management. PCMM creates patterns of development and the management staff.
In today's marketplace, organizations can not afford to lose the most valuable employees, and therefore they should see them early enough, and spot their needs and aspirations. The biggest challenge is to adapt the management of the development program employee for the purposes of the organization.
PCMM Level
PCMM defines 5 distinct levels at which organizations can be classified in terms of employee development plans. These levels are the degrees of maturity of the organization looking at factors such as: increasing the competence of a permanent employee, working to build effective teams, motivating people to increase the efficiency and the formation of the organizational structure in order to achieve the objectives in the future. Within each level of maturity defined in the PCMM, was created in the peeling structure supporting the right kind of action for the development of talent within the company. Adhering to the model guidelines to prevent the implementation of solutions to which workers and managers are not prepared.
Below I will present different levels and the requirements that an organization must meet to be classified on each of them:
Level 1: Initial
Basic work environment meets only fill the role of positions.
Level 2: Managed
organization has a defined program of compensation, performance management, policy, communication and coordination system and provides training and development program for employees.
Level 3: Defined Level
organization has implemented: a system based on competence, HR, career development plan for employees, the planning system work in teams, and training based on the analysis of their competence.
Level 4: Predictable Level
organization has implemented a monitoring system, extended the powers of the teams, implement quantitative methods in management efficiency and competency of the employees are considered as key resources.
P oziom 5: Level of Optimization
organization is continuously improving its capabilities, encourages employees to innovate and achieve the organization are in line with market needs.
PCMM as a new model for assessing HR
Until the creation of PCMM was not a unified methodology for assessing the processes occurring in human resource management. Difficult was so broad assessment of the HR policies of the organization and check the relationship between development and the achievement of individual objectives.
PCMM primary objective is to improve opportunities talent pool. Pool of talent can be defined as the level of knowledge, skills and abilities has achieved the organization to carry out the tasks related with the business. Possibilities talent pool parameters indicate the following organizations:
- Readiness to perform business tasks
- term potential to achieve the outcome of business tasks arising from
- potential profit from development and advanced technologies
That's way, the strategy described in PCMM is trying to link the processes of human resources with business results. This model allows you to create a mature policies and practices aimed at permanently expanding the pool of talent.
Philosophy, which presents the PCMM can be in helping set out as follows:
- In mature organizations talent pool options are closely linked with business opportunities.
- The talent pool affect the competitive advantage.
- The workers should enable the realization of the objectives of the organization.
- There can be measured and improved on many levels, including individual, team work, competence of employees and organizations.
- The organization should encourage the development essential for achieving the objectives of the competence of employees.
- One of the tasks of operational management should take care to maintain an adequate level of talent pool.
- Increase the pool of talent can be achieved through a defined process of best practices and procedures.
- The organization is responsible for providing opportunities for development, while individuals are responsible for the use of those opportunities.
- Due to the dynamic development of technologies and approaches to business, organizations must constantly take care of developing and acquiring new skills for their employees.
PCMM is a developmental structure. This model shows the organization of elements of staff development, where the focus should be based the level at which the current organization. The key activity of this model is to identify gaps in the talent pool on which to focus, because of their crucial importance for the proper functioning of the organization in a changing environment.
Human Resources Management, and especially the talent management organizations can be effectively performed using the PCMM model. It supports the management talent pool, surrounded by business requirements, operating in a competitive market. The result of the action in accordance with this model is the greater motivation workers with extensive knowledge within a subject over which they work. This again has an impact on customer satisfaction, while giving the organization a significant competitive advantage.
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