Human resource management, often referred to as “HR,” is crucial to the success of any organization, from start-ups to multinational corporations. HR encompasses more than just filling positions and can greatly increase productivity and efficiency when integrated into strategic business management.
However, the administrative responsibilities of HR can be overwhelming, especially for larger companies. One tool that can help is the Effort/Impact matrix approach, which involves collaborative brainstorming to determine the significance and urgency of tasks and prioritize them based on effort and impact.
The matrix is divided into four quadrants:
- Quick Wins (low effort, high impact)
- Major Projects (high effort, high impact)
- Thankless Tasks (high effort, low impact)
- Fill Ins (low effort, low impact).
The Impact Effort matrix is a powerful tool for HR teams to prioritize and manage their workload effectively. By categorizing tasks into these four quadrants, teams can focus on the tasks that will have the most impact for the least amount of effort. This approach allows HR teams to identify and tackle the most important and pressing tasks first, while also identifying those tasks that can be deferred or delegated to other team members. Additionally, by regularly reviewing and updating the matrix, HR teams can ensure that they are always aligned with the organization’s goals and objectives, and that they are utilizing their resources in the most efficient way possible.
The matrix is also a useful tool for communicating with other departments and stakeholders in the organization, as it clearly demonstrates the importance and impact of various HR tasks. This can help to build support and buy-in for HR initiatives, and can also help to secure additional resources and support when needed.
Another benefit of using the Impact Effort matrix is that it can help HR teams to identify and eliminate low-value activities. By focusing on tasks that have high impact and low effort, teams can eliminate unnecessary or unimportant tasks that are draining resources without providing significant value. This can help to streamline processes and increase efficiency, which can ultimately lead to cost savings for the organization.
Additionally, the matrix can also be used to identify areas for improvement and opportunities for growth. For example, if a HR team finds that they are spending a lot of time on low-impact, high-effort tasks, they may need to re-evaluate their processes or consider automating certain tasks. Similarly, if they find that they are spending a lot of time on tasks that have a low impact on the company’s goals, they may need to shift their focus to other areas that can have a greater impact.
One important thing to note is that the Impact Effort matrix is not a one-time exercise but should be regularly reviewed and updated as the company’s goals and priorities change. This is important to ensure that the HR team is always aligned with the company’s objectives and that they are utilizing their resources in the most efficient way possible.
Overall, the Impact Effort matrix is a valuable tool that can help HR teams to manage their workload effectively and efficiently, and to ensure that their efforts are aligned with the overall goals and objectives of the organization. It is a simple but powerful tool that can help HR teams to make better decisions, prioritize their tasks and ultimately contribute more to the business objectives.
Here’s an example of how an HR team might use the Impact Effort matrix:
- The HR team identifies all of the tasks and responsibilities that they currently handle. These might include recruiting new employees, on boarding new hires, managing employee benefits, overseeing compliance with labor laws, etc.
- The team then evaluates each task based on effort and impact. Tasks that are high-effort and high-impact are considered Major Projects, such as developing a new employee training program. Tasks that are low-effort and high-impact are considered Quick Wins, such as setting up an online benefits enrolment system. Tasks that are high-effort and low-impact are considered Thankless Tasks, such as updating employee handbooks. Tasks that are low-effort and low-impact are considered Fill Ins, such as scheduling employee performance evaluations.
- The HR team then prioritizes their tasks based on the matrix. They might decide to focus on the Quick Wins first, as they will yield the most results for the least amount of effort. They might also decide to outsource or automate the Thankless Tasks, as they are not providing much value for the effort involved.
- The team then assigns team members to work on the different tasks and set deadlines for completion. They also schedule regular check-ins to ensure that progress is being made and that any issues are addressed in a timely manner.
- Finally, the HR team reviews the matrix regularly and updates it as needed to ensure that they are always aligned with the company’s goals and objectives and that they are utilizing their resources in the most efficient way possible.
This is just one example of how an HR team might use the Impact Effort matrix, but the specifics will vary depending on the size and structure of the organization and the specific needs of the HR team.
In conclusion, the Impact Effort matrix is a powerful tool for HR teams to prioritize their workload and contribute more to the company’s objectives. It helps to streamline processes, increase efficiency and identify areas for improvement. It can also be used to communicate effectively with other departments and stakeholders, and to secure additional resources and support. Overall, it’s a valuable tool that can help HR teams to make better decisions and contribute more to the business objectives.