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Stage 1: Establish fundamental HR processes Stage 2: Increase adoption and data gathering Stage 3: Become a strategic business partnerīelow, we will define what it feels like to be in each stage so you can identify where you might sit, and introduce processes that can be adopted to help you achieve success. In our experience, performance management maturity for most HR teams can be broken down into three clear stages – starting with the fundamentals, moving towards a more integrated business partner as they evolve over time. Josh Bersin found that the benefit a company receives from HR often depends on the maturity level of the team and the processes in place. As your business grows your goals change, and once you establish the fundamentals you must move on to the next step – providing more value to the company.
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People often say “success is a journey, not a destination”, and this couldn’t be more true for HR. 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. This should help to determine what your priorities should be today, while also providing a roadmap for what to focus on next.
Evolve stage 2 challenges how to#
In this article, we will help you understand the different stages of HR maturity, and how to identify where you sit on the scale.
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The good news is, you’re not alone – and we’re going to try to make sure it doesn’t stay this way! Finding the balance between short-term tasks versus spending time building valuable processes that allow you and your people to work smarter and grow, can feel almost impossible – especially when it can be difficult to know what these processes should look like. This might explain why when we speak to HR teams, they often describe feeling more reactive than proactive – no matter how hard they try to break the pattern.