People-CMM for Agile People

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Presented at the Agile People Event organised by the Agile Consortium Netherlands. http://www.agileconsortium.nl/evenementen/agile-people-event

Business Technologie

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People CMM for Agile People
April 26, 2011

Ben Linders/Cecile Davis

© SPIder P-CMM Workgroup 2011
www.workforcematurity.nl

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Migrating to Agile
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Organizations migrating to Agile often experience difficulties
interfacing and supporting Agile teams. They need new
ways of managing and steering teams.

• Communication with surrounding organization
• Work environment demands
• Supporting team culture
• Competencies & Skills
• Share knowledge across teams
• Conflicting management styles
• Rewarding teams
© SPIder P-CMM Workgroup 2011 2
www.workforcematurity.nl

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People CMM??
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• Roadmap for implementing workforce practices that continuously
improve the capability of an organization’s workforce.
• Focus on people

It enables organizations to:
• Attract, develop, organize, motivate, and retain required workforce
• Align workforce development with strategic business goals
• Characterize maturity of workforce practices
• Set priorities for improving workforce capability
© SPIder P-CMM Workgroup 2011 3
www.workforcematurity.nl

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P-CMM: Primary Objective
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CMM CMMi P-CMM
improve capability improve capability of an improve capability of an
of an organization organization’s processes organization’s workforce

• The P-CMM, defines capability as the level of knowledge, skills,
and process abilities available within each workforce competency
of the organization to build its products or deliver its services.

P-CMM CMMI-DEV, ACQ, SVS, TSP

Workforce Process
enable predict Performance
capability capability
s © SPIder P-CMM Workgroup 2011 s 4
www.workforcematurity.nl

P
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Level
Level Focus
Focus Process Area Competency
5 Continuous Workforce Innovation Productivity
Continuous
Improvement Organizational Performance Alignment
Optimizing Continuous Capability Improvement
Mentoring
4 Organizational Capability Management
Predicting
Quantitative Performance Management
Predictable Capability &
Performance Competency-Based Assets
Empowered Workgroups
Competency Integration
Participatory Culture
Workgroup Development
3 Organizational Competency-Based Practices
Competency Career Development
Defined framework Competency Development
Workforce Planning
Competency Analysis
Compensation
2 Basic Training and Development
Managed Management Performance Management
Practices Work Environment
Communication and Coordination
Staffing
Risk
1 Turnover
Initial

Dutch SPIder PCMM Overview 5 3
Gian Wemyss 3 June 2009

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Agile assumes …
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• “Mature” workforce
• different management style
• Flexibility, adoption to team needs
• Timely solutions, continuously improved

People CMM
• increase ability to meet Agile demands.
• roll-out and deployment of agile processes and methods
• addition to agile processes and methods.
© SPIder P-CMM Workgroup 2011 6
www.workforcematurity.nl

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Agile P-CMM Roadmap
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Roadmap:
P-CMM process
areas that an
organization can
implement as a
start, to (using
Agile principles)
reap quick
business benefits

© SPIder P-CMM Workgroup 2011 7
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Competency Development
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To constantly enhance the capability of the workforce to
perform their assigned tasks and responsibilities

• Developing knowledge, skills and process capability
• Skill development by coaching, pair programming, etc.
• Give and receive feedback
• Learn as a team: Retrospectives
• Learning in the organization: Communities, knowledge
management, recognized experts, etc.

© SPIder P-CMM Workgroup 2011 8
www.workforcematurity.nl

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Conclusion
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People-CMM can help organizations to improve their agile
workforce capability in a structured way and to migrate to agile

Roadmap addresses critical workforce issues
– Staffing
– Participatory Culture
– Communication and Coordination
– Compensation
– Work Environment
– Competency Development
© SPIder P-CMM Workgroup 2011 9
www.workforcematurity.nl

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More information
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http://asq.org/pub/sqp/index.html
http://www.sei.cmu.edu/cmmi/tools/peoplecmm/
www.workforcematurity.nl

Ben Linders
Senior Consultant Cecile Davis
Email: info@BenLinders.com Test Consultant
Twitter: @BenLinders
Twitter Email: cecile.davis@sogeti.nl
Website:www.benlinders.com
Website: Twitter: @cecileAdavis
© SPIder P-CMM Workgroup 2011 10
www.workforcematurity.nl

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