Originally served on February 8, 2020 @ 11:28 pm
So, what’s HR Maturity? (No, it’s not capability maturity as well). At The Brew, we have been working extensively with leaders & executives to help their organization’s human capital to get to high-performance mode, but there is one thing that stands out, quite commonly in our conversations – when we speak to HR teams, they often describe feeling more reactive than proactive – no matter how hard they try to break the pattern. Finding the balance between short-term tasks versus spending time building valuable processes that allow you and your people to contribute more and grow, can feel almost impossible – especially when it can be difficult to know what these processes should look like.
The good news is, you’re not alone – and we’re going to try to make sure it doesn’t stay this way! Let The Brew help you to overcome this hurdle – Know Your HR Maturity Score here:
Know Your HR Maturity Score
How The Brew’s HR Maturity Index helps ??
No Sweat here, here is a small check above, to help you ascertain where you sit on HR maturity scale. This should help to determine what your priorities should be today, while also providing a road-map for what to focus on next. With this in place, you can begin laying the groundwork with stakeholders to get support for the future, as well as being seen as a valuable leader within your organization.
With progression on this, it definitely ensures that HR has a ‘seat at the table’ and voice within strategy-setting sessions, transforming from a core cost center to a profit enablement unit (Also see, BUSINESS JARGON REALITY FOR HR: A “SEAT AT THE TABLE” DOESN’T EQUAL A “VOICE AT THE TABLE). Infact, more than 90% of HR initiatives fail over to cross the mark at CFO level simply because the business case hasn’t shown insight into any Return on Investment. Without this, the executives will continue to push back because they can’t see the ROI value projected from these initiatives.
The HR Maturity score lays foundation linking strategies implemented by HR to key business metrics that directly enable business goals, with the following key points as way forward to realize:
- Project and realize the financial benefits, by enabling business outcomes of HCM to their executives,
- Achieve funding to implement these initiatives,
- Provide adequate governance to prove ROI and boost productivity, and
- Finally secure their seat at the decision-making table, enriching the collective wisdom & materialize effectiveness of most game-changing asset to organizational success, the human capital.