HR Practice Areas

1. Engage
2. Develop
3. Measure
4. Administer
5. Compensate
6. Separate

Metrics for Maturity - 0 - 4

0- No Practice
1- Nascent.
2. Developing.
3. Mature.
4. Optimized

Engage 1. Which statement best describes your employee onboarding process -E

 a. New employees receive no formal onboarding.
b. There's a standard onboarding process, but it lacks personalization.
c. Onboarding includes both general and role-specific elements.
d. Onboarding is personalized and includes mentorship programs.
e. Onboarding is continuously refined based on feedback.

2. Which of the statements below best describes your employee engagement strategy. - E
a. No formal strategies for employee engagement.
b. Limited efforts, occasional team-building activities.
c. Regular engagement surveys and occasional initiatives.
d. Proactive engagement programs based on survey feedback.
e. Continuous monitoring and adjustment of engagement strategies.

Develop 6. Which statement best describes the Training and Development Opportunities within the
organization? -D
a. No formal training programs.
b. Occasional training sessions without a structured plan.
c. Annual training plans for specific roles.
d. Continuous learning opportunities for all employees.
e. Personalized development plans linked to career goals.
8. How would you describe your current Career Pathing - D
a. No defined career paths.
 b. Limited career paths for certain roles.
c. Clear career paths for most roles.
d. Customized career paths based on individual aspirations.
e. Regular career discussions and adjustments.

9. How would you best describe your Mentoring and Coaching Programs - D
a. No formal mentoring or coaching programs.
b. Limited mentoring for specific roles.
c. Defined mentoring programs for various levels.
d. Coaching programs for leadership development.
e. Reverse mentoring and continuous coaching at all levels.

10. Which statement below best highlights the Learning Culture within the organization? D
a. No emphasis on a learning culture.
b. Learning encouraged but not integral to the culture.
c. Learning actively promoted and rewarded.
d. Learning embedded in daily activities and projects.
e. Continuous learning seen as a key part of the organizational DNA.

28. How is Knowledge Transfer currently managed within the organization? - D

a. No formal knowledge transfer processes.
b. Limited knowledge transfer for key roles.
c. Standardized knowledge transfer for critical positions.
d. Proactive knowledge transfer for all roles.
 e. Continuous knowledge transfer as part of succession planning.
Measure 4. How do you drive Feedback Mechanisms within the organization - M
a. No formal feedback mechanisms in place.
b. Annual performance reviews with no continuous feedback.
c. Regular performance reviews and feedback sessions.
d. 360-degree feedback and continuous improvement.
e. Real-time feedback mechanisms, fostering a culture of openness.

7. What option would best describe your current Skill Assessment and Gap Analysis process. -
M
a. No formal skill assessments.
b. Basic skills assessment for specific roles.
c. Periodic skills assessments for all employees.
d. Continuous skills assessment and proactive gap analysis.
e. Predictive analysis for future skill requirements.

11. How would you describe your current Performance Evaluation Process M
a. No formal performance evaluations.
b. Annual evaluations with minimal feedback.
c. Regular performance reviews with feedback.
d. Performance assessments linked to organizational goals.
e. Continuous, real-time feedback and performance adjustments.
 12. Which statement best describes your current Competency Framework M
a. No formal competency framework in place.
b. Basic competency framework for certain roles.
c. Comprehensive competency framework for all roles.
d. Dynamic competency framework adapted to industry changes.
e. Competency framework linked to future organizational goals.

13. Which option below best describes your Behavioral Assessment process -M
a. No formal behavioral assessment.
b. Limited behavioral assessments during recruitment.
c. Periodic behavioral assessments for all employees.
d. Behavioral assessments integrated into performance reviews.
e. Real-time behavioral assessments for leadership development.

14. How best would you describe the process of engineering Key Performance Indicators
(KPIs) -M
a. No defined KPIs for roles.
b. Basic KPIs for certain roles.
c. Defined KPIs for most roles.
d. Dynamic KPIs adapted to changing business needs.
e. KPIs linked to both individual and organizational success
Administer 5. Which statement below best describes how Work-Life Balance is managed within the
organization? - A
a. No policies or consideration for work-life balance.
b. Limited policies but little adherence.
c. Policies in place, but not consistently followed.
d. Policies actively promoted and followed.
e. Comprehensive programs promoting work-life balance.

15. Select the best option below to describe your Data-Driven Decision Making process within
the organization? - A
a. No reliance on data for talent decisions.
b. Limited use of data for HR decisions.
c. Regular use of data for HR strategy adjustments.
d. Predictive analytics used for talent planning.
e. Data-driven decision-making embedded in the organizational culture.

16. Select the best option that describe your HR Technology Utilization currently in place? - A
a. No HR technology in place.
b. Basic HR tools with limited functionality.
c. Comprehensive HRIS for basic functions.
d. Integrated HR tech for core HR processes.
e. Cutting-edge HR technology enabling advanced analytics and automation.

18. Select an option below that best describes your current Policy Implementation - A
a. No formal HR policies.
 b. Basic policies in place but not consistently followed.
c. Comprehensive policies followed with occasional updates.
d. Dynamic policies adjusted to industry changes.
e. Policies aligned with organizational values and continuously refined.

19. How would you describe your current Compliance Management - A

a. No focus on compliance.
b. Basic compliance checks for legal requirements.
c. Regular compliance audits and adjustments.
d. Proactive compliance management anticipating legal changes.
e. Compliance as an integral part of organizational culture.

20. How best would you describe your Diversity and Inclusion Initiatives - A
a. No diversity and inclusion initiatives.
b. Limited diversity efforts without defined goals.
c. Formal diversity programs with set objectives.
d. Inclusive practices actively promoted and monitored.
e. Diversity and inclusion integral to the organizational DNA.
Compensate 3. Select a statement below that would best describe your Recognition and Rewards process. -
C
a. No formal recognition or rewards program.
b. Ad hoc recognition for exceptional performance.
c. Formalized recognition for achievements.
 d. Structured rewards program linked to performance.
e. Dynamic rewards program adapted to individual preferences.

17. How will you best describe your Employee Records Management systems - C
a. No centralized employee records system.
b. Basic records maintained but not centralized.
c. Centralized records with limited accessibility.
d. Comprehensive records management with restricted access.
e. Secure, accessible, and integrated records system.

21. How best would you describe your current Compensation Structure - C
a. No formal compensation structure.
b. Basic salary structures with no clear rationale.
c. Clear compensation structures for different roles.
d. Flexible compensation structures based on performance.
e. Compensation structures aligned with industry benchmarks and employee expectations.

22. Which option best describe Payroll Accuracy month to month? - C

a. Frequent payroll errors.
b. Occasional payroll errors with manual systems.
c. Automated payroll with infrequent errors.
 d. Robust payroll system with periodic audits.
e. Real-time, error-free payroll processing.

23. Select the best option to describe the Benefits Administration process within your
organization? - C
a. No formal benefits program.
b. Basic benefits without regular updates.
c. Comprehensive benefits program with periodic adjustments.
d. Flexible benefits aligned with employee needs.
e. Benefits program continuously refined based on employee feedback.

24. Which option best explains the Salary Benchmarking process followed by your
organization? -C
a. No salary benchmarking.
b. Limited benchmarking for certain roles.
c. Regular salary benchmarking for most roles.
d. Dynamic benchmarking adapted to industry changes.
e. Benchmarking aligned with organizational goals and market trends.

25. Select the best option below to describe your Compensation Transparency -C
a. No transparency in compensation communication.
b. Limited communication on compensation structures.
c. Clear communication of compensation structures.
d. Transparent communication with periodic updates.
 e. Open and transparent communication about compensation policies.

Separate 26. Which statement below describes your current Exit Interviews strategy - S
a. No formal exit interview process.
b. Occasional exit interviews with limited feedback.
c. Regular exit interviews with feedback analysis.
d. Comprehensive exit interviews influencing HR strategy.
e. Continuous improvement based on exit interview insights.

27. Which statement below describes your current Offboarding Procedures -S

a. No defined offboarding procedures.
b. Basic offboarding procedures for select roles.
c. Standardized offboarding procedures for all roles.
d. Flexible offboarding procedures based on individual needs.
e. Offboarding procedures aligned with organizational values and industry best practices.

29. Which statement best illustrates the Legal Compliance in Offboarding currently used
within the organization? - S
a. Limited attention to legal compliance.
b. Basic compliance checks during offboarding.
c. Regular legal compliance audits in offboarding.
d. Proactive compliance management anticipating legal changes.
e. Legal compliance as an integral part of offboarding processes.
 30. How would you best describe the current Employee Experience in Offboarding? - S
a. Negative employee experiences during offboarding.
b. Neutral employee experiences with standard processes.
c. Positive experiences with personalized offboarding.
d. Employee feedback actively sought and incorporated.
e. Offboarding experiences contribute positively to employer branding.

Report Structure

1. What the report is about.

○ The practice
○ Authority
2. Summary of the position of the company
○ The average score and what that means
○ Radar Chart
 ○ Summary of the prescriptive guidance
3. Detailed Analysis
○ Area by Area and question by question.
○ Question - Selection and score 9 (Detailed meaning of
each option)
○ Highlight User Selection
○ Provide prescriptive guidance to move to higher areas.