People Capability Maturity Model has emerged in middle of last decade and is called in short as P-CMM. Prior to this, there was no clear yardstick for measuring peopleâ€™s development in an organization. Branding the organizationâ€™s human capital processes and instituting best practices in management is the key to corporate success in skill-intensive industries like software and information Technology.
The aforesaid model P-CMM was appreciated by leading and progressive organizations as one of the best guidelines for building organizational success through best practices of human talent processes. The CMM provides an organization with a clear cut vision to improve resource value through systematic application of global practices in high tech talent management. There are quality consultancy firms that are helping organizations to get P-CMM grade certification. Club Mahindra, L&T, Siemens are a few among the firms to obtain the grade very early.
P-CMM not only provides a blueprint for talent acquisition, motivation and development, but also list out important parameters through which organizations can evaluate the effectiveness of their own human resource policies and practices. This is done by categorizing into five levels of HRM that give a feedback to the organization about its performance in HRM. Level 5 is the highest and best possible grade.
SEI announced the launch ofâ€™ version 2â€™ of P-CMM in Bangalore in 2001.Organizations in India started responding in numbers. Initially, it was the software majors in India like Wipro, Infosys and others who stepped up for P-CMM assessment by external evaluators. Some of these software service companies even obtained a â€˜level 5â€™ the highest possible grade under this model that signifies an optimal level of learning and maturity in the organization. In the software industry, P-CMM has become a standard and a hygiene factor for getting into the â€˜big leagueâ€™
Non IT organizations implementing P-CMM were very few in numbers and this has led to a perception that P-CMM is the sole preserve of IT and software companies. P-CMM is very much relevant and needed in non-IT industries as well. It is true that there is a lot of ignorance in non-IT companies. There is nothing preventing P-CMM from being a broad-based framework that other industries can go for.
Now the trend is moving away from software, slowly and surely and the future is promising. The concerned agencies or consultancies who are authenticated for issuing P-CMM certification are working with industries
At the same time, P-CMM as an issue has not received a lot of attention among organizations. Due to fast-expanding nature of software businesses, the shelf life of an assessment has not been very high. But changes have been proposed in the method of assessment and there can be a lot of discussion and debate about P-CMM very soon in the near future.
Importance and the need of P-CMM
Microsoft has never gone in for P-CMM assessment and neither has Oracle, outside of India. So why should any good organization need it?
Experts opine the primary driver for acquiring P-CMM certification is getting greater volumes of business. An assessment certification provides an objective view to organizations and helps them strengthen themselves. It also helps a company communicate to the external world that its HR processes are stable, and hence the output that they receive is more likely to be consistent. Clients of such companies who are worried about getting a consistent output are satisfied that their source of supply is having a certification of P-CMM and may even be willing to pay a premium for the work they outsource from them.
When certification becomes the entry condition, it helps companies obtain business. It also builds the companyâ€™s brand with customers. This is why software companies have been very meticulous about getting themselves assessed, since a large number of their clients are in the US. However, experts also believe that when going in for certification, the driving motive should be to take human capital human practices to increasing levels of sophistication where learning, and not the achievement of perfection, is the main objective. This certification will definitely create strong brands internally and externally. If organizations do it just for the sake of it without proper implementation they may not derive the benefits from it in the long run.