1 P-CMM ® INITIATIVE Overview

2 B A D C Improving Organisation Organisational Capability Technology ProcessPeople

3 Improvement Program Shortfalls Improvement programs have focused on : Process Technology Not people High maturity organizations : Improvement required in workforce practices Not accounted for in the CMM for software Many organizations W ant to improve workforce practices Do not know where to start

4 Overview of the P-CMM ® Version 2.0

5 The People Capability Maturity Model (People CMM) is a framework that helps organizations successfully address their critical people issues. It guides and helps Organizations in improving their processes for managing and developing their workforces Organizations characterize the maturity of their workforce practices Set priorities for improvement actions Integrate workforce development with process improvement Establish a culture of excellence What Is P-CMM ® ?

6 P-CMM ® Objectives Improve the ability of the organizations to attract, develop, motivate, organize and retain talent Ensure alignment between the individuals’ and organization’s motivations Develop workforce required to execute business strategy Prioritize activities for improving workforce capability Integrate business process improvement and workforce improvements

7 Why Adopt People CMM ® ? Become ‘Employer of Choice’ –cost of employee turnover Enhance business performance Manage: –intellectual assets –knowledge capital Measure HR’s contribution to the business –provides common measurement framework –allows benchmarking against best practices

8 Maturity Levels in People CMM ® Level 1 Initial Inconsistent Management Level 2 Managed People Management Level 3 Defined Competency Management Level 4 Predictable Capability Management Level 5 Optimising Change Management Repeatable Practices Competency based practices Measured & empowered practices Continuously improving practices

9 KPA of P-CMM by maturity Levels Managed(2) Staffing Communication and coordination Work Environment Compensation Training and Development Performance Management Defined (3) Participatory Culture Workgroup Development Competency Based practices Career development Competently Development Workforce Planning Preditable(4) Organizational Capability Management Quantitative Performance Management Competency based practices Mentoring Empowered workgroup Competency Integration Optimizing (5) Continuous Work force Innovation Organizational performance alignment Continuous Capability Improvement Initial (1)

10 KRA Integration Across Levels Levels Developing Competency Building workgroups & culture Motivating & managing performance Shaping the workforce 5 Optimizing Continuous Capability ImprovementOrganisational Performance Alignment Continuous workforce Innovation 4 Predictable Competency based assets Mentoring Competency Integration Empowered Workgroups Quantitative Performance Management Organisational Capability Management 3 Defined Competency Development Competency Analysis Workgroup Development Participatory Culture Competency based practices Career Development Workforce Planning 2 Managed Training and Development Communication & Coordination Compensation Performance Management Work environment Staffing

11 People CMM ® Benefits

12 Benefit- Recruitment Recruitment cycle time reduction: –Better predictability of recruitment capability, general reduction in cycle time Hit ratio (offers to people put through process) –Effective indenting, sourcing and selection process produces quality process Offer to joining ratio –Better engagement of selected candidates, Analysis and control of reasons of decline Direct cost –Reduction in overall cost on account of predictable and optimum processes Internal effort –Active involvement from all, productive effort Statistics in terms of people leaving in the first six months of joining –Reduction in terms of ‘mis-hires’

13 Benefit- Training Compliance to training hours –Quantitative management of training activities Percentage of training matching with role descriptions / positions –Focused and competency based training for roles Percentage of drop outs –Planned activity, effectiveness and relation to objectives Training feedback –Enhances the feedback, management of training activities. Post training effectiveness feedback –Relevant and effective training Time, effort and cost on training –Overall impact on training

14 Benefit- Induction and orientation Cycle time to make productive –Competency based induction and orientation Timeliness of induction (people covered to joined) Project ramp up time Reduction in cycle time to deploy fresh talent –Faster ramping up through focused efforts and ramp up best practices

15 Benefit- Motivation (including retention) Employee satisfaction –Measurable improvements for identified areas. Reduction in voluntary attrition Reduction in number of grievances raised Increase in resolution of raised grievances Increase in Productivity index

16 Benefit- Competency / capability Faster ramp up time on projects Higher percentage of people matching role/ competency requirements Higher percentage of competencies meeting future requirements Increased match of competencies for promoted people to new role

17 Benefit- Performance Management & Compensation Reduction of people falling in ‘poor performance’ band Reduction of grievances on performance appraisal Reduction of grievances on compensation Reduction of percentage disagreements on performance rating Reduction of grievances on rewards and recognition

18 Benefit- Participation and decision making Increase in the speed of decision making for critical decisions Increase in employee satisfaction related to empowerment Increased participation in surveys and committees

19 People CMM ® Overall impact Higher customer satisfaction Brand building –Becoming an employer of choice –Better ranking in industry wide surveys Reduction in shadow / buffer Indirect improvements in the Quality of Software Development and Services rendered are also seen but may not be possible to directly link the benefits to PCMM solely/ exclusively, such as: –Reduced Re-work –Reduced Cost of Poor Quality –Reduced Defect Density and Defect Leakage to end Customer –Improved Responsiveness and Turn Around Time for resolution of Customer Issues –Improved Customer Communication and Interactions

20 Thank You HR TEAM