PCMM
Author: Mrs. Geetanjali P . B.E(I&PE),MBA(HR&Marketing)
Research Scholar
E-mail address –mba.geetanjali@gmail.com
Co-Author:
Dr Aparna K Rao Principal
The Oxford College of Business Management
Introduction
Globalization in the business scenario is driving companies towards a new view of quality of the human resource as a necessary tool to compete successfully in worldwide markets. A direct outcome of this new emphasis is the philosophy of quality management in HR i.e PCMM®
In essence, as a source of guidelines for improving the capability and readiness of an organization 's workforce in the context of today’s competitive and Quality driven competition
Making quality improvements was once thought to be the sole responsibility of specialists (quality engineers, product designers, and process engineers). Today, developing quality across the entire firm can be an important function of the human resource management (HRM) department.
HRD professionals have a plethora of practices to choose from and apply in their organization. For examples psychometric testing, robust performance management systems based on key result areas and balanced scorecards, 360 multi-rater feedback system, assessment and development centers, competency mapping and profiling, mentoring, change management frameworks based on diagnosis of HR practices, culture audits etc. All these are performed to ensure organization is able to attract, retain, develop and motivate talent in the organization and in the process as Dave Ulrich has defined” HR function plays the roles of administrative assistant, employee champion, change agent and a strategic business partner. In order to aid the HR function apply these practices a staged manner in the organization and continuously transform the practices being performed in a growing and knowledge based industry such as Information Technology,” the Software Engineering
Research Scholar
E-mail address –mba.geetanjali@gmail.com
Co-Author:
Dr Aparna K Rao Principal
The Oxford College of Business Management
Introduction
Globalization in the business scenario is driving companies towards a new view of quality of the human resource as a necessary tool to compete successfully in worldwide markets. A direct outcome of this new emphasis is the philosophy of quality management in HR i.e PCMM®
In essence, as a source of guidelines for improving the capability and readiness of an organization 's workforce in the context of today’s competitive and Quality driven competition
Making quality improvements was once thought to be the sole responsibility of specialists (quality engineers, product designers, and process engineers). Today, developing quality across the entire firm can be an important function of the human resource management (HRM) department.
HRD professionals have a plethora of practices to choose from and apply in their organization. For examples psychometric testing, robust performance management systems based on key result areas and balanced scorecards, 360 multi-rater feedback system, assessment and development centers, competency mapping and profiling, mentoring, change management frameworks based on diagnosis of HR practices, culture audits etc. All these are performed to ensure organization is able to attract, retain, develop and motivate talent in the organization and in the process as Dave Ulrich has defined” HR function plays the roles of administrative assistant, employee champion, change agent and a strategic business partner. In order to aid the HR function apply these practices a staged manner in the organization and continuously transform the practices being performed in a growing and knowledge based industry such as Information Technology,” the Software Engineering
References: 1. Rothman 01 Rothman, J. .Crisis? What Crisis? A Contrarian Perspective.. Cutter IT Journal: The Journal of Information Technology Management 14, 6 (2001):19-25. 2. Prahalad 02 Prahalad, C. K. & Hamel, G. (1990). .The Core Competence of the Corporation.. Harvard Business Review 68, 3 (1990): 79- 91. 3. The P-CMM, 2005: Bill Curtis, W.E. Hefley and SA Miller, 2005 4. www.qaiglobal.com/downloads/HCL_PCMM_case_study.pdf 5. Software engineering institute, www.sei.cmu.edu/visted on september 10,2009