The People Capability Maturity Model

Attracting and retaining talented people is the key to any organization's success. Every organization needs to continually improve its ability to attract, develop, motivate, organize, and retain the workforce needed to accomplish its strategic business objectives. The People Capability Maturity Model® (People CMM®) is a framework for successfully addressing strategic workforce issues. This framework, as documented in this authoritative book, is a guide to help organizations achieve the following:

• Establish an integrated system of workforce practices that is aligned with current and future business objectives
• Characterize the maturity of workforce practices
• Guide a program of continuous workforce development
• Set priorities for improvement actions
• Integrate workforce development with process improvement
• Become an employer of choice

After describing the rationale and evolution of the People CMM, the book details the model, which describes practices for the following:

• Improving individual capability
• Developing effective work groups and organizational culture
• Motivating, managing, and quantifying performance
• Shaping the workforce to meet current and future organizational needs

Case studies provide proof that implementation of the People CMM leads to effective, repeatable, and lasting success in developing a workforce that is able to effectively execute an organization's business.

Contents

I. THE PEOPLE CAPABILITY MATURITY MODEL: BACKGROUND, CONCEPTS, STRUCTURE, AND USAGE.

1. The Process Maturity Framework.
What Is the People CMM?
Why Do We Need a People CMM?
What Is the Process Maturity Framework?
How Did the Process Maturity Framework Spread?
Why Did the People CMM Emerge in the Software Industry?
2. Overview of the People CMM.
Organizational Maturity.
Maturity Levels in the People CMM.
Behavioral Characteristics of Maturity Levels.
The Initial Level: Maturity Level 1.
The Managed Level: Maturity Level 2.
The Defined Level: Maturity Level 3.
The Predictable Level: Maturity Level 4.
The Optimizing Level: Maturity Level 5.
3. People CMM Process Areas.
Process Area.
The Process Areas of the People CMM.
The Initial Level: Maturity Level 1.
The Managed Level: Maturity Level 2.
The Defined Level: Maturity Level 3.
The Predictable Level: Maturity Level 4.
The Optimizing Level: Maturity Level 5.
Process Area Threads in the People CMM.
Developing Individual Capability.
Building Workgroups and Culture.
Motivating and Managing Performance.
Shaping the Workforce.
4. The Architecture of the People CMM.
Structural Components of the People CMM.
Maturity Levels.
Process Areas.
Goals.
Practices.
Implementation Practices.
Institutionalization Practices.
Practice Statements.
Required, Expected, and Informative Components.
5. Interpreting the People CMM.
Applying Professional Judgment.
Organizational Factors.
Goodness of Workforce Practices.
Interpreting the Practices.
Commitment to Perform.
Ability to Perform.
Practices Performed.
Measurement and Analysis.
Verifying Implementation.
Organizational Roles and Structure.
Organizational Roles.
Organizational Structure.
Institutionalization Issues.
Maturity Level 2 Procedures versus Maturity Level 3 Defined Practices.
Defined, But Not Quantified or Optimized.
Maturity Level Concerns.
Maturity Level 3 Is Enough!
Level Fever.
Skipping Maturity Levels.
Ignoring Process Areas.
Implementing Practices Out of Maturity Level Sequence.
6. Using the People CMM.
Uses of the People CMM.
The IDEAL Life Cycle Model for Improvement.
People CMM as a Guide for Improvement.
People CMM as a Basis for Assessments.
People CMM-Based Assessment Method.
Joint Assessments.
Questionnaire-Based Assessments.
Gap Analyses.
Implementing a People CMM-Based Improvement Program.
Planning and Executing an Improvement Project.
Implementing Maturity-Based Improvement Programs.
7. Experience with the People CMM.
Adoption of the People CMM.
Benefits.
Case Studies.
Boeing Business Resources Support.
Novo Nordisk IT A/S.
Lockheed Martin Mission Systems.
Tata Consulting Services.
Conclusion.

II. PROCESS AREAS OF THE PEOPLE CAPABILITY MATURITY MODEL.

The Managed Level: Maturity Level 2.
Staffing.
Communication and Coordination.
Work Environment.
Performance Management.
Training and Development.
Compensation.
The Defined Level: Maturity Level 3.
Competency Analysis.
Workforce Planning.
Competency Development.
Career Development.
Competency-Based Practices.
Workgroup Development.
Participatory Culture.
The Predictable Level: Maturity Level 4.
Competency Integration.
Empowered Workgroups.
Competency-Based Assets.
Quantitative Performance Management.
Organizational Capability Management.
Mentoring.
The Optimizing Level: Maturity Level 5.
Continuous Capability Improvement.
Organizational Performance Alignment.
Continuous Workforce Innovation.

III. APPENDICES.

A. References.
B. Acronyms
C. Glossary of Terms.
D. Practice-To-Goal Mappings for People CMM Process Areas.
Index.