SECTION – V – DT COMPANY PCMM

Analysis of the Current
Organization using PCMM:

PCMM
MODEL- Level 2 Managed Level or Repeatable Performance Centricity

The basic object of the PCMM Model is to help
organizations know on what level they are when it comes to People Management
and also to improve and develop their workforce maturity and addressing their
key critical issue. In this part we will now scan the DT
Company under the constraints of the People Capability Maturity Model (PCMM) to
examine how the organization has evolved its employees and itself since its launch
in 2007.

In 2007 when the DT Company came into being it has been continuously
putting efforts to grow not only as a business but its people as well. It had
been ensuing from the start that how it can increase and implement more user
friendly, beneficial and convenient processes for itself.  The company strongly believes that its people
are passionate and productive therefore strong continuous trainings and
communication can in the longer run resolves the other issues minor issues.

The analysis of the DT Company is defined based on the PCMM’s Five
Maturity Levels Processes:

DT Company’s 1st and 2nd
level:  The Initial Level

·       When the Company was set up in 2007 and started its business, the
people process system hardly existed.

·       There were no such department therefore people use to work together
but had different job role.

·       Every
person was interconnected.

·       Later on in 2011 the Organization developed a proper HR system to manage
the undefined, disorganized work system.

·       It was observed from the company history because of limited head
count of employees minimum work policies were developed and the hiring process
was slower.

·       Responsibility for updating, validate, implementing policies,
documents or SOP was very poor.

·       Lack of information existed which became problematic for the
company as the company grew.

 

Detailed Analysis of the
DT COMPANY Using PCMM:

Part A: Functional Layout

DT Company’s basic functional divisions, broadly classified as
under:

–       
Back End : Strategic planning,
digital innovation

–       
Front End : Consultancy, ROI
Generation, Lead Generation

–       
Corporate : Accounts, Admin &
HR

Part B: Stage-wise Analysis of the Company based on PCMM
parameters

PCMM Level 2 – Repeatable (Performance Centricity):

When the DT Company was assessed on the PCMM, it was
discovered that we were on the Second Level which was the Managed Level/
Repeatable Performance Centricity. The key process areas at Level 2 focus on
implementing basic discipline into employee activities.

The Company’s PCMM Analysis are as follows:

WORK ENVIROMENT

S.no

Assessment Parameters

Compliant/Partial Compliant/ Non-Compliant

Positive Aspects

Margins

1

An environment
that supports the performance of business processes is established and
maintained.

Compliant

From rules,
regulation, culture everything is sustained and retained.

 

2

The resources
needed by the workforce to perform their assignment are made available.

Partially
Compliant

 

The company is
now working on monthly bases to make sure resources are available constantly
but this effort is in process.

3

Distractions in the work environment are minimized.

Compliant

Elements
which causes everyday interruption and distraction are identified and
minimized.
 

 

Short Summary:

The DT Company consciously makes sure that the work
environment is above par throughout the year. Providing a positive, motivated
and a sustainable work environment. The company aids its work environment by
nurturing the following dynamics:

1-    
Open Communication

2-    
Value Exchange policy

3-    
Work life Balance

4-    
Recognition of hard work

5-    
Keeping the team spirit strong.

STAFFING

S.no

Assessment Parameters

Compliant/Partial Compliant/ Non-Compliant

Positive Aspects

Margins

1

The Organization
actively recruits for quality talent.

Compliant

The company research,
and use effective tools for  talent acquisition

 

2

The most
qualified candidate is selected for each position.

Compliant

Because of multi
layered recruitment process the most capable, suited, experienced and qualified
person is selected for the job.

 

3

Selected
candidates are transitioned into their new positions

Compliant

Proper orientation
sessions, culture sessions, guide emails are used to ensure a successful
transition.

 

4

Members of a
unit are involved in its staffing activities.

Compliant

Line
managers with better knowledge of the job role are involved to evaluate
how candidates will actually perform in that position.

 

Short Summary

The DT Company believes in both skill base hiring and
value base hiring process. The company is very particular on the people it
employees. The recruitment process have both evaluation and scanning phases.
Line Managers and other departmental heads are involved in the hiring procedures.
Candidates are selected on the bases of their On Job evaluation, the alignment
with the company values.

 

 

COMMUNICATION

S.no

Assessment Parameters

Compliant/Partial Compliant/ Non-Compliant

Positive Aspects

Margins

1

A social
environment that supports task performance and coordinating among individuals
and group is established and maintained.

Compliant

Proper and
specified communication channels are created and maintained.

 

2

Information is
shared across levels of organization.

Partially
Compliant

 

Depending on the
information, it is shared only across selective levels.

3

Individuals
develop skills to share information and coordinate their activities.

Compliant

Daily 10 minute
meetings are held for each department so urgent and important information is
shared face to face.

 

4

Individuals are
able to raise grievances and have them addressed by management.

Compliant

Suggestion
boxes, private emails, one on one meetings insures that all queries are
addressed and solved.

 

Short Summary

In essence, the company rely on a clear and open
communication for its employees. Employees are allowed to say or feel free to
express themselves and the company values that. It was observed that this
practice made them feel that they are a vital part of the company.

 

 

 

 

PERFORMANCE MANAGEMENT

S.no

Assessment Parameters

Compliant/Partial Compliant/ Non-Compliant

Positive Aspects

Margins

1

Job performance
is measured against objective criteria and documented.

Compliant

Line managers
and employees sit together to align a list of objectives for the employee to
attain during the specific period which is later on documented.

 

2

Job performance
is regularly discussed to identify actions that can improve it.

Compliant

A monthly review
form is filled and discussed in the end of every month.

 

3

Development
opportunities are discussed with each individual.

Compliant

They are
discussed in the month end meeting and documented.

 

4

Performance
problems are managed.

Partially Compliant

 

Not all
performance issued are resolved. Only the important and critical ones are.

5

Outstanding
performance is recognized.

Compliant

An appreciation
certificate is given along with incentives.

 

Short Summary

The DT Company developed its very own and unique
performance evaluation process and document called CUSTOMIZED QUICK PERFORMANCE
REVIEW. It is a document which is filled by the employees in the end of every
month. The document covers the areas of training, punctuality, performance
monitoring, work appreciation etc. It is customized because the company feels
that each employee is unique and individual and it’s unjustified that each
employee is evaluated on the same old school criteria as its co-worker. This
document helps the DT Company to monitor and evaluate its each and every
employee and gives them to see the graph of their work performance as they go
along. Also they don’t have to wait for a year end appraisal but rather if the
achieve a 95% score for consecutively they will be given a promotion at
once. 

TRAINING

S.no

Assessment Parameters

Compliant/Partial Compliant/ Non-Compliant

Positive Aspects

Margins

1

Training in the
critical skill required in each unit is provided.

Compliant

Monthly training
sessions are aligned and monitored

 

2

Individuals
receive timely training that is needed to perform their assignments.

Non-Compliant

 

The company
lacks in providing timely training due to budget cuts.

3

Training
opportunities are made available to all individuals.

Non- Compliant

Monthly training
schedule is made for each employee specifically to their needs.

 

Short Summary

Although the DT
Company realizes the importance of training it has a poor usage of facilitation
therefore some most employees get delays in their training sessions. Because of
this inefficiency, misunderstandings, confusion and conflict in task management
is observed.

 

 

 

 

 

 

 

 

COMPENSATION

S.no

Assessment Parameters

Compliant/Partial Compliant/ Non-Compliant

Positive Aspects

Margins

1

Compensation
strategies and activities are planned, executed and communicated.

Non- Compliant

 

The company
fails to plan strategies and they are often not communicated

2

Compensation is
equitable relative to skill qualification and performance.

Partially
Compliant

 

They are often
not equitable and favoritism is also observed.

3

Adjustments in
compensation are made periodically based on defined criteria.

Non- Compliant

 

There are no
adjustments in compensation.

Short Summary

The DT Company does not have a well-defined and
maintained compensation plan to ensure employee
satisfaction. They rely on old fashion methods and have not really worked on
optimization and streamlining. In near future the company plans to install a
specialized compensation software to plan compensation and educate managers to
identify compensation strategies from it.