Presentation

on
Wipro p-cmm level-5
Submitted by:-
 Pratibha Pathik
 Prabhat Kiran
 Riaz Hossain
 Shailesh Pandey
 Tanvi Singh
 Upma Rathore
1. The p-cmm is a roadmap for implementing
workforce practices that continuously
improve the capability of an organization’s
workforce
2. Each progressive level of the People CMM
produces a transformation in the
organization’s culture by equipping it with
more powerful practices for attracting,
developing, organizing, motivating, and
retaining its workforce.
 Maturity levels
 Process areas
 Goals
 Practices
1. Employment security,
2. Selective hiring of new personnel,
3. Self-managed teams and decentralization of
decision making, comparatively high
compensation contingent on organizational
performance,
4. Extensive training,
5. Reduced status distinctions and barriers, and
6. Extensive sharing of financial and
performance information.
As a guide in planning and
implementing improvement
activities, and
 As a standard for assessing
workforce practices.
• Wipro uses its profound, quantitative knowledge to make
continuous improvements in its processes
• Based on its data, the organization can identify which processes
can most benefit from improvement actions
• These improvements can involve actions ranging from
adjustments to processes to the deployment of new technologies
• The organization uses its data to identify its most persistent
defects
• The root causes of these defects in are analyzed and actions are
taken to eliminate their occurrence in the future
• The organization has competent people performing trusted
processes, it empowers people throughout the organization to
attempt continuous improvements to their work processes and to
propose organizational changes for those improvements that
would appear to have the broadest benefits.
• At the Optimizing Level, the entire organization is focused on
continual improvement.
• These improvements are made to the capability of individuals and
workgroups, to the performance of competency-based processes,
and to workforce practices and activities.
• The organization uses the results of the quantitative management
activities established at Maturity Level 4 to guide improvements at
Maturity Level 5
• Individuals are encouraged to make continuous improvements to
their personal work processes by analyzing their work and making
needed process enhancements
• The process performance data collected across the organization is
evaluated to detect instances of misalignment.
 The purpose of Continuous Capability
Improvement is to provide a foundation for
individuals and workgroups to continuously
improve their capability for performing
competency-based processes
 The purpose of Organizational Performance
Alignment is to enhance the alignment of
performance results across individuals,
workgroups, and units with organizational
performance and business objectives.
 The purpose of Continuous Workforce
Innovation is to identify and evaluate
improved or innovative workforce practices
and technologies, and implement the most
promising ones throughout the organization
1. Characterize the maturity of their
workforce practices
2. Guide a program of continuous workforce
development
3. Set priorities for immediate actions
4. Integrate workforce development with
process improvement
5. Establish a culture of professional
excellence