PART III - HR MATURITY FRAMEWORK
A diagnostic spine for capability, career growth, KPIs and HRIS readiness
ASSESS
then build evidence
CURRENT HR CAPABILITY -> TARGET MATURITY -> EVIDENCE-BASED ROADMAP
Five-Level HR Maturity Model
From administration to strategic human capital
5
Strategic Human Capital
Workforce planning, predictive analytics, board-level HR voice
4
Performance & Talent HR
Succession, 9-box, learning impact, talent analytics
3
Integrated HR
Connected HRIS, ESS/MSS, dashboards, process turnaround
2
Controlled HR
Policies, workflows, audit trail, legal compliance
1
Administrative HR
Payroll, records, leave, basic reporting and service response
Organisational diagnosis
Score major HR domains separately; maturity is
rarely uniform.
Do not skip levels - weak foundations undermine
advanced initiatives.
Career development map
Match current work to dominant maturity level,
then target one level up.
Use the gap language for manager conversations and
certification choices.
KPI + HRIS requirements
Each level has characteristic indicators and
enabling HRIS capabilities.
Appendix C turns the executive view into
operational KPI definitions.
Implementation principle
Move one maturity level at a time; prove progress with evidence.
1
Stabilise
Fix process & data
2
Configure HRIS
Match capability to level
3
Train managers
Shift behaviour
4
Monitor evidence
KPIs + dashboards
CENTRAL MESSAGE: HR maturity is not a title; it is visible in processes, systems, decisions and measurable outcomes.
Part III — HR Maturity Framework