Some argue the CMM focuses too heavily on process or technology, not people. Furthermore, those organizations deemed mature indicated that their progression to this state required significant changes in managing people, and their continuing improvement in their organizational capability required them to address issues regarding their people assets and human resources management. In response to this growing concern the SEI is developing a People Capability Maturity Model (P-CMM). The P-CMM, whose structure is provided in Figure 1, is an adaptation of CMM concepts focused on developing the organization's human capabilities, especially the talent in software and information systems development. The motivation for the P-CMM is to radically improve the ability of software organizations to attract, develop, motivate, organize, and retain the talent needed to steadily improve software development capability.
The strategic objectives pursued in the P-CMM are to:
- improve the capability of software organizations by increasing the capability of their staff,
- ensure that software development capability is an attribute of the organization rather than of a few individuals,
- align the motivation of the staff with those of the organization, and
- retain assets (i.e., people with extensive skills and capabilities) within the organization.
The P-CMM includes practices in the areas of:
- staffing (includes recruiting, selection and planning)
- managing performance
- training
- compensation
- work environment
- career development
- organizational and individual competence
- mentoring and coaching
- team and culture development
Figure 1: P-CMM Structure
References
[CMM]
[Bootstrap]
[TRILLIUM]
[Quality Improvement Paradigm]
[SPICE]
[Kaizen]