The Human Resources sector is paramount to the functioning of any company. This is because it is through it that organizations incorporate the best talent profiles that match each project, managing people and organizational culture daily.
To do so, a series of techniques are used in people management’s maturity levels.to understand, make decisions, and ensure employees’ individual and collective development personally, professionally, and in favor of the company. That’s why we need to discuss the importance of maturity in people management’s maturity levels..
Maturity in management is the way the company conducts its actions. Is it acting correctly and in line with the goals and objectives that have been set? What resources are being utilized? Therefore, it is about the current situation in which management is, the development of competencies, decision-making, and other necessary aspects to achieve increasingly positive results.
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Levels of maturity people management’s maturity levels.
Companies with more advanced maturity levels in people management’s maturity levels. can better handle and make more agile decisions in the face of market challenges. This is because they go through a long cycle of maturation.
Each level represents a phase, or steps, that HR climbs as it improves and optimizes talent attraction, retention, and development. However, these levels do not have strict rules to follow, as each organization has its personality. However, it is essential to keep them in mind so that managerial processes and evolutions develop positively.
Another great advantage of assessing maturity level is identifying which stage your organization is at and what the following steps to advance may be. With this in mind, we highlight the following five primary levels of maturity in people management’s maturity levels. so that you can understand more about the subject and start identifying them in your company.
Level 1 – Initial
This is the most immature phase of people management’s maturity levels., where there may be difficulties and obstacles to attracting professionals. In this case, in a time of little availability of professionals in the market, organizations at this level may be unable to hire due to a lack of structure and organization, for example.
Within the company, current employees are not well managed, processes are confusing, and there is little data available, in addition to low engagement at work and internal actions. The professional may feel insecure and unsupported.
Level 2 – Managed
Here, the Human Resources department has taken a few steps forward in people management’s maturity levels., , especially in leader preparation. Managers have already internalized responsibility for the team’s good performance and have started focusing on critical issues. Among them are recruitment, decisions about compensation, and performance management.
However, there is still no integration between departments, and many actions need attention. Thus, management needs to consider some points: elimination of problems and distractions, reduction of workload, adjustment of feedback and training, making goals more transparent, and improvement of communication.
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Level 3 – Defined
Now, the mindset of people management’s maturity levels. has already changed. When the construction of organizational culture begins, managers understand that investing in planning, standardizing processes, and increasing control is as important as execution itself.
In this sense, HR becomes the company’s center and is dedicated to engagement, recognition, employee development, creating work methods, and integrating professionals.
Level 4 – Predictable
At this point, the Human Resources department has already consolidated its organizational culture and methodology and has started exploring the possibilities of its human capital.
Thus, it is at this level of maturity in people management’s maturity levels. that HR also begins to adopt data-driven management or data-driven, in Portuguese, making use of analytical technologies to measure the level of employee training and the performance of each one accurately.
Level 5 – Optimized
In the last level of people management’s maturity levels., the entire organization is fully integrated and focused on continuous improvement. It is the moment of innovation in which technologies such as People Analytics, artificial intelligence, and predictive analysis can already be used in the strategy to extract the maximum possible talent and maintain culture.
In addition, investment in employer branding occurs, consequently attracting the best professionals in the market and offering an enriching experience for professionals who are already employees.
Understanding these phases, we know that maturity in maturity in people management’s maturity levels. is a path built step by step, and we must respect each process. The result is a Human Resources sector that is increasingly optimized, agile, and strategic, with well-structured processes and automation where necessary.
Beyond HR, however, the employee is also fundamental to this process. Therefore, mutual actions are necessary to achieve the highest level of maturity. Actio Software can help you evolve in people management’s maturity levels..
Technology is interconnected with our daily actions and tasks, and it is no different in the workplace. Having software that can help manage employee performance is the first step in structuring the organization's HR maturity.
Oferecemos uma solução desenvolvida em colaboração com a Falconi, one of the largest and most recognized consulting companies in Brazil, delivering a flexible tool based on essential methodologies for the process. Want to know more? Contact us.
