HR MATURITY MATRIX

 

The HR Matrix sets out most of the HR and people management practices that line managers
and HR professionals would recognise. Each practice is positioned on two axes: maturity
level and HR strategic pillar.

The maturity level represents the stage of development both of the organisation and of its HR function. Maturity levels are cumulative. That is, higher levels include the relevant
components of lower levels: they are like the floors of a building; higher floors can only be
built on lower ones.

The pillars are the sub-categories of the HR strategy.
To learn more about each cell of the maturity matrix, move your mouse over each individual
entry: a pop up box will describe more about that entry. Some entries have PDF documents
attached to them to give more guidance. On the other hand print out a copy the HR Matrix.

Alternatively, explore the book.

To utilise the HR Matrix as a diagnostic tool and a means of planning actions, work through
the following steps:

• First, read the description of the organisational maturity levels: at which level is your
  current organisation?
• Second, what level is the HR function? Is it ‘in pace’ with the organisational level?
• Third, which HR practices in the HR Matrix are fully embedded in your organisation?
  Do these match the identified maturity levels?
• Fourth, from the above, which practices of a ‘lower’ level need to be fully
  implemented or improved to support the identified maturity levels?
• Fifth, which practices need to be implemented or improved to match the
  organisational maturity level?
• Sixth, what practices should be developed next to advance the maturity of the whole
  organisation?

Good luck.

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