People Capability Maturity Model - Research Paper Example

The long-term success of an organization entirely depends upon its success in the talent market. These days talent market is dwindling rapidly with expansion in business market. Due to lack of talent some organizations have started offering incentives to ordinary employees that were once offered to talented and 0ld employees. The challenges related to talent hunt are extended further than recruiting and retention. At the very time competing for hiring talented people is not sufficient. Because trying hard to win just talent war can be harmful for the organization.

A homogeneous balance between business and talent war is the golden key to success. Organizations must make every effort to develop a healthy learning environment so that the entire workforce keeps on refreshing their skills with changing demands of the market. A very vital constituent of any organization is a labor force having knowledge and skills to make rapid modifications and ability to get hold of new skills. Such a responsive workforce is a great asset for an organization. Organizations have stabbed to adapt different techniques to improve human capital.

To achieve a better human capital management system most of the organizations came up with different ideas like getting better ways of information sharing, arranging interactive workshops for employees, highlighting the mission and vision statements of organization, practicing downsizing, founding attractive incentive policies, launching complaint handling system, conducting various seminars and conferences to throw light on importance of training and continuous learning for employees, supporting the unique concept of job rotation, giving employees the relaxation to work from home and conducting regular training session.

What many corporations require is a framework to implement these wonderful ideas. Now trends are changing rapidly in market. These changing trends have affected workforce badly. The scenario in business is totally opposite now that’s why in order to keep pace with these changing trends employees need to enhance their knowledge and skills constantly. This is the war of talent and employees have to try hard to win this war. Doers must be thinkers, people are the real assets for any organization, workforce is actually the investment, centralized decisions, continuous struggle for improvements and centralized network are some of the advanced concepts in business.

Since people are now the real asset for any organization so in order to hire and maintain talented workforce its inevitable to follow a strategy that could help an organization to address the problems being faced by the workforce. The organizations have to focus on three interconnected components i.e. people, process and technology. With the help of People Capability Maturity Model many organizations have made excellent improvements in their products and services. The People CMM is an organizational change model.

It is based on the fact that workforce training practices won’t endure until and unless organization changes its behavior to support them. The People CMM presents a plan for renovating an organization by gradually civilizing its labor force practices. The People CMM consists of five evolutionary stages, at every maturity level; a new structure of practices is added to already implemented at previous levels. Each superimposition of practices elevates the level of