PCMM

1
First Communication software company in the
world to achieve Software CMM Level 5 People
CMM Level 3
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2
Vision
"To build a Happy Workforce"
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Mission

• " To build a cohesive culture, which creates
  avenues for employees to accomplish their goals
  through people-centric approach"

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Employee Profile

• Total Number of Employees 528

• 85 of employees in software development
• Support function ratio well above the
  international standards

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Employee Profile

• Qualification profile

• 80 of the engineers are from premier engineering
  schools in the country
• Preferred employer status in many of the premier
  institutions

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Employee Profile

• Attrition well below the industry levels
• Multiple career options
• Employee stock options
• Technology focus

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Recruitment

• Computer Science / Communication engineers
• Technology focus
• Employer of choice in the communication software
  industry

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Strategic HR Initiatives

• PCMM Assessment
• OD Initiative
• Employee Satisfaction Survey - Gallup
• Position Evaluation William M Mercer
• Periodic Compensation surveys William M
  Mercer/Hewitt
• Events

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P-CMM

• Patterned after the structure of the Software CMM
  
• A Maturity frame work for developing Human talent
  
• Guide a program of continuous workforce
  development
• Integrate workforce development with process
  improvement
• Establish a culture of Software Excellence

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Quality Triangle
People
High Quality Products Services
Technology
Process
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Benefits of People CMM

• Enhance business performance
• Effectively manage
• Intellectual assets
• Knowledge capital
• Measure HR contribution to business

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Organization Development

• Goal setting measurable parameters
• Throughput time or delivery
• Quality
• Cost
• HR oriented measures like morale and so on
• Goal Alignment
• Expertise from external consultants

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Knowledge and Skills Analysis

• Knowledge and Skills profiles defined from Core
  Competencies
• Online Knowledge and Skills database
• Well defined proficiency levels

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Training

• Competency Development Plan - core competencies
• Training Policy- 7 person days / per year
• Multi cultural sensitivity training onsite
  engineers
• Training on customer platforms
• Future Varsity
• Knowledge sharing sessions

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Performance Management

• Workflow automation of the Performance Appraisal
  and Development Review process (PADR)
• Goal Alignment
• Feedback through one-to-one meetings, Project
  meetings, Divisional meetings
• Personal development plan
• Career Development plan
• Competency Development plan
• Performance Improvement plan
• Performance awards

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Compensation Management

• Compensation strategy
• Compensation Plan Guidelines
• Basis for Individual Compensation
• Performance measurement
• Market survey
• Experience gained since last compensation
  fitment.
• Biannual reviews
• Grievance Redressal System addresses discrepancies

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Communication

• Communication of organizational Business results
  , Future plans, Events, QSM.
• Channels of communication - Employee handbook,
  QSM, Intranet, Future Times, Events team,
  Knowledge Sharing sessions, Project Initiation
  meetings, Suggestion schemes, Bulletin Board
• CPI System
• Grievance redressal system
• Service Level Agreements (SLA)

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Automation of HR Systems

• Resource Planning and Tracking System
• Online PADR System
• Employee System
• Leave Management System
• Knowledge and Skills Database
• Training and Quiz System

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Policies and Procedures

• Paternity Leave
• Part Time employment
• Flexi Time
• Sports Com- Pulse
• Accelerated Growth for exceptional performers
• Long Service Awards - on completion of 5 years of
  service

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EVENTS beyond work

• Multi Dimensional development of employees
• Organising programs that sustain interests
  outside work
• Dedicated Events Team

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