The New World of Working
Over the past decade the work environment has changed considerably and continues to do so. In numerous publications (e.g. by Microsoft, the UK Institute of Directors, Dik Bijl and Martijn Aslander and Erwin Witteveen (in Dutch) ) and blogs these New World of Working (NWW) trends are being discussed. NWW makes new and changing requirements to organizations who will need to enable, promote and implement the New World of Working.
Despite the fact that People CMM emphasizes WHAT needs to be in place, leaving the HOW to the organization, I think the model needs to be updated to reflect the New World of Working: organizations that are lagging behind in this enablement should see this reflected in their People CMM Maturity Assessment.
The following Process Areas need to be updated for NWW:
Staffing
- Practice 5 (Individual work assignments are managed to balance committed work among individuals and units) - Employees should be enabled to work place/time independently whenever possible.
Communication and Coordination
- Ability 2 (Adequate resources are provided for performing Communication and Coordination activities) - The organization should supply tools, resources, support for Social Networking
- Practice 7 (The interpersonal communication skills necessary to establish and maintain effective working relationships within and across workgroups are developed) - The organization should provide the necessary education for Social Networking
Work Environment
- Physical environment is too limited... change to work environment
- Practice 2 (The physical environment required to perform assigned work is provided)
Practice 3 (Individual workspaces provide an adequate personal environment for performing assigned work responsibilities) - Flexible working hours, working from home etc. are becoming standard practice and need to be enabled. The organization should enable this whenever possible. - Diversity practice: the organization should provide facilities for mothercare etc.
