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An Overview of People Capability Maturity Model. Friday, September 25, 2015. Objective.
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An Overview of People Capability Maturity Model Friday, September 25, 2015
“PCMM is just not a certificate to help garner more business. It is the result of the HR initiatives that gets institutionalize in business processes and impacts processes, productivity, culture and people in a very positive way.” Underlying Philosophy
A new paradigm in TQM & best HR practices. • A Maturity Framework which guides for continuously improving & developing human assets and human resource practices. • Transition from inconsistent to mature technology. • Five Maturity levels ensures improvement in competencies , high performing/empowered teams, employee satisfaction and improved performance shaping the workforce to meet organizational needs and future business plans. • It improves Talent Attraction , Talent Retention & Talent Management practices. Introduction to PCMM
Strategic Workforce PlanningInternal Job PostingCompetency Analysis Process Owner – Anju Gupta / RohanBalugade Contact no. - 9819694233 / 9892309394 Email : Gupta.Anju@mahindra.com / balugade.rohan@mahindra.com
Strategic Workforce Planning Meaning : Annual projection of Manpower needs for the organization Objective: To provide a comprehensive plan to management for manpower needs in conjunction with the organization strategy and competency profile. Benefits : • The department heads in conjunction with their team leads provides exact details of the manpower (JD, goal-sheet, grade, CTC, location, competencies, reporting structure). • Gives a wholesome picture of the organization for the year ahead in terms of manpower and the related competency and manpower cost • Lets the Talent acquisition team and the management plan its goals for a more diverse and inclusive workforce • Lets the organization extrapolate the trends of productivity, attrition, transfers, and other movements based on last year data into workforce plan.
Internal Job Posting - IJP Refer HR on Click & EP portal > Smart Librarian > PCMM MIBL link Objective : • To create flexibility for employees to seek careers within the organization. • This policy will increase access to available vacancies in the company. • It empowers employees for taking ownership of their careers. • It enables to source internal talent before looking for talent externally. Benefits: • A tool that is extensively used to give a fair chance to our employees in utilizing roles within the organization for better lateral growth. • This way they experience different teams, managers and learn new skills • This is a powerful tool that can be used for grooming internal talent . • The internal employee is usually a preferred choice for new roles critical to business , rather than hiring from outside (cost and culture benefit).
Competency Analysis https://mfeka.com/LdapSSO/login.action Refer EP portal > Smart Librarian for Competency Framework & Competency Letter Definition of Competency : It is an integration of behavior, skills and technical knowledge, required for an individual to deliver superior performance in his/her current role Who does this? Reporting managers and reviewing managers Benefits : This analysis helps the L&D team to analyze strengths, weaknesses & competency gaps further to polish the skill set of an employee and grow him in his/her career . This way employee can contribute more to his/her present job and is also groomed for next level.
SMC Interaction with Employees - RubarooMCares Survey ActionsMeeting GuidelinesTraining CalendarCompetency Development Process Owner – VandanaParyani/ ZenobiaVasi Contact no. – 9819411187 / 9920197673 Email : paryani.vandana@mahindra.com / vasi.zenobia@mahindra.com
Rubaroo- ApnibaatApnokeSaath Meaning : Face to Face meeting with Senior management once a quarter Objective : To provide employees with a platform to express their opinions/ feedback directly to senior management Benefits : • Creates Participative culture • Bottoms up culture enhances communication • Builds employee trust and credibility towards management • Creates belongingness for the organization
Mcares Survey Actions Action Plan to enhance Work Life Balance Meaning : Employee Satisfaction survey to gauge engagement levels Mcares : Acronym for C: Career A: Alignment R : Recognition E : Empowerment S: Strive Frequency : Once a year Grand Mean : The average of responses received on a 5 point rating scale across Mcares parameters
Meeting Guidelines Objective : To define meeting guidelines and approach to conduct meetings with various stakeholders Critical Process Steps : Decide the agenda of a meeting Identify stakeholders required for meeting Confirm suitable timing with stakeholders Check venue available or required and book it accordingly Send meeting invite to all required for meeting along with agenda Check for resources required and availability
Release of Training Plan Objective : To publish monthly training plans to the organization Benefits: Employees are aware of training programs and competencies targeted Employees can plan travel and other arrangements in advance Low last minute cancellation of trainings
Competency Development Process Owner – VandanaParyani/ ZenobiaVasi Contact no. – 9819411187 / 9920197673 Email : paryani.vandana@mahindra.com / vasi.zenobia@mahindra.com
Competency Development Objective : To provide opportunities to develop the competencies of individuals through graduated training and development plan A competency development plan is initiated for each identified critical workforce competency
Competency Development Plan @MIBL Objective : To provide opportunities to develop the competencies of individuals through graduated training and development plan A competency development plan is initiated for each identified critical workforce competency
Compensation & Benefits AwarenessPerformance Management & PIPGrievance Redressal- SamvaadCareer Development Process Owner – PrashantPalkar/ Sumitra Krishnamurthy Contact no. – 9820626311 / 9833482027 Email : palkar.prashant@mahindra.com / krishnamurthy.sumitra@mahindra.com
COMPENSATION Competency based Compensation: The employees have KRA for development of competency, which has weightage of 5%. Assessment of this KRA contributes to the determination of Potential & payment of PP. Objective: Maintain internal & external equity in Compensation to attract and maintain right employees to meet Company’s vision. Benefits to:
Compensation Calendar Compensation Revision: All the employees confirmed in the services on or before 1st day of the subsequent year are eligible for Compensation Review. Compensation revision is done on the basis of PMS & Compensation Strategy decided by the Management.
Elements of Compensation Performance Pay consists of two elements i.e. an amount based on business performance and an amount based on individual performance. The ratio between these two elements for different Responsibility Bands is given below:
Calculation of PP & QIP PP Calculation made easy by the following Formula: Calculation of QIP: • Identified Parameters of Business Performance • Base Incentive Level • KRA (Goal) Vis-à-vis Actual Achievement Performance Pay is calculated on the basis of the following elements: Performance Pay (at 60% level) mentioned in the Appointment/ Compensation letter – (A) Performance Score (Visible in PMS Document – SAP) – (B) Paid Days (During the Financial Year) – (C)
Benefits Every year the Company reviews the Benefits extended to the employees and communicates the change made in the benefits:
Benefits The Company has provided the following benefits to the employees. The employees are entitled for these benefits as per the respective policy: • Mediclaim (Hospitalization Reimbursement) • Mobile Bill Reimbursement • Education Assistance Reimbursement • Dental & Spectacle Reimbursement
Performance Management Objective: Provide clear guidelines for communicating organizational strategic goals, reinforce individual employee accountability for meeting those goals, and track and evaluate individual and organizational performance results. Benefits to:
Goal-Setting MIBL uses Balanced Scorecard approach for implementation of organizational strategy. Annual Performance journey starts with Goal-Setting. Cascading of Goals: Types of Goals:
Performance Management • Maintain Performance Trackers (Critical Incident Diary) • Conduct Periodic Reviews (Quarterly Feedback) • Recognize High Performance (Recognition) • Identify Low Performers (Performance Improvement Plan- PIP) Performance Pay Evaluation :
Quarterly Performance Feedback Effective Performance Feedback: • Make it periodic / Timely • Focus on what you see • Focus on behaviour • Keep it neutral • Make it supportive • Keep it simple
Performance Improvement Plan - PIP • -For Performance Achievement below 30% cases • Reporting Manager prepares performance improvement plan for the employee and tracks it for 3 months (facilitation by HR )
Career Development • Objective: • The purpose of Career Development is to ensure that employees are provided opportunities to plan their career in terms of their capabilities within the context of organizational needs. • Making employees aware of the Career Paths / Career Opportunities within the Organization • Provide opportunities to develop their capabilities • Increase employees’ sense of responsibility for their own career and improve their skills and competencies to achieve it
Career Development • 2) Critical Job Roles: • High Impact on core business of the Company • Possessing niche/hot skills Criteria for Identification of employees: 1) Identification on the basis of Performance
Career Development • Process for Career Development: • Identification of the employees for tracking Career Development • Issuing Individual Development Plan format & understand their aspirations • Encourage employees to self nominate & participate in Learning Programmes • Track Learning Improvements of the employees • Evaluate Competency – Competency Shift • Identify Position – Vacancy Chart – Workforce Planning • Update Talent Pool – Communication to the HOD & PMS Career Paths:
Career Development Development Opportunities:
Career Development Review: Competency Assessment Supervisor’s Feedback on Training Individual Development Plan:
SAMVAAD Objective: Promote practices and procedures for healthy interpersonal relationship Build organizational climate based on openness and trust. increase satisfaction on the job, resulting in improved productivity and efficiency of the organization Benefits to:
Scope of Samvaad Grievance related to Performance Appraisal & Compensation revision has to be taken to HOD and People Development Team Kind of grievances to be taken to Samvaad: • Incentives – Calculation and disbursement of incentive • Conditions of work – Availability of infrastructure, tools and equipments to perform the job • Supervision - Reporting Manager’s approach towards the employee • Transfer – Reason for transfer • Safety & Health - Related to the nature of job and office conditions • Employee welfare – Related to the refusal to extend the existing Employee Welfare Policy of the Company • Leaves – Related to Refusal, Computation, encashment of leave • Related to work allocation • Refused requests – related to refusal to the request made by employee • Superior’s or Team Members behaviour – Related to the superior or team members behaviours • Employee welfare – Related to the refusal to extend the existing Employee Welfare Policy of the Company • Discipline, Employment terms violation – By the Management, Superiors
Delegation of Decision Making AuthorityEffective Project Management Tools –for Special Projects Process Owner – Ashwini Kumar Contact no. - 8080043024 Email : kumar.ashwini2@mahindra.com
