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Linking Human Resource Strategy and Practice
Any Human Resources Strategy is dependant upon the state of the client business. Generically this state can be expressed as the ‘maturity level’ of the organisation.
A maturity level is defined as a stage of capability that is an evolutionary plateau on an organisational improvement path. For every organisational maturity level, there is a corresponding HR maturity level. The art of HR Strategy design is to match the two.
Strategy does not exist as such: strategy is a pattern of actions over time just as climate is a pattern of weather over time. So HR Strategy is really a coherent and consistent pattern of HR activities, processes and techniques that match each other and the maturity level of the organisation.
All of these HR activities, processes and techniques can be positioned at their relevant maturity level and have been captured on the HR Maturity Matrix. The HR Maturity Matrix thus:
- Integrates HR practice with HR and organisational strategy
- Is relevant to all organisations at all stages of development
- Is a diagnostic tool
- Provides a template for HR actions.
The full explanation of the HR Maturity Matrix is set out in the book. This website provides a summary of the HR Matrix and also some tools that supplement the arguments in the book.
