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Describe the experience and expertise level of your current HR team

HR team members are composed of freshers or not specialized job functions in nature and are embedded in the business

HR team members are experienced and in a single business unit

HR team members have some experience and are aligned to specific subsections of HR (eg. Recruitment only does recruitment-related work) and are led by an HR Manager

HR Manager (or up) and team members are specialists and the HR department functions as a single cohesive business unit

HR Manager (or up) is in upper management discussions about the business instead of reporting to an execom member

Identify the degree of policy and process documentation in your HR processes

There is zero documentation, processes are delivered on an adhoc basis

Critical policies are documented only for the purpose of succession management/continuity

Policies are documented as a reaction to critical incidents encountered in ongoing operations

Policies are documented as a regular part of HR operations and reviewed periodically

Policies and processes are aligned to company philosophy and audit and risk readiness. Process documents include sample transactions and other guidelines for processing

Characterize the degree of HR tech use in your HR processes

All HR processes do not use tech tools

HR processes are delivered using rudimentary tools such as MS Office

HR processes have a tech stack such as biometric device and software, but most of HR is still on MS Office

HR processes have a tech stack and most HR processes can be performed on the HR tools

There is a sophisticated HR and Payroll system deployed

As an employee, designate the level of interaction you have with your HR whenever you have HR transactions

Requests must be made face to face or in-facility because there are no defined service levels for fulfillment

Requests can be coursed through email or through a “point of contact” and requests are fulfilled the same route with no monitoring of completion

Requests can be coursed through email or through a “point of contact” and requests are fulfilled the same route through an established SLA/TAT

HR tech tools facilitate hybrid delivery of HR transactions through a published SLA/TAT

HR transactions can be coursed through self-service means with minimal interaction with HR team

As an employee, describe the level of access you have on policy and process documentation in relation to HR processes

No such documents are made available, aside from individual employment contracts

Policy documents exist as a reaction to issues encountered in HR operations

Policy and process documents are available due to staff turnover, for purposes of continuity and succession planning

Policy and process documents are available as part of a proactive management stance

Policy and process documents are published on employee online portals and are aligned with corporate objectives and values

As an employee, measure the level of HR tech deployment in your workplace

No tech tools deployed

MS Office and other local machine-installed tools

Web based tools for single or limited purposes/applications are deployed

Web based apps seamlessly integrate information from various sources and work as multi-purpose tools

Mobile apps, websites and other web 3.0 tools are available for use across the organization

As a member of management, assess the degree of integration of management initiatives with HR initiatives

Separate and distinct initiatives are undertaken by business owners and by HR leadership

HR initiatives are reactions to issues encountered by the business

HR initiatives are carefully planned to enable specific short term outcomes

HR initiatives are mutually arrived at through deliberate annual planning exercises with business owners to achieve strategic talent outcomes

There is mutual cooperation between HR leadership and business owners to achieve business and organizational outcomes tied to each others’ milestones

As a member of management, gauge the degree of access and use of HR analytics as inputs to management and business planning

No HR analytics are considered in the business

Basic HR analytics are reviewed after the fact by the HR team

HR analytics go beyond basic information but are only reviewed by the HR team

Point-in-time HR analytics are used to inform strategic talent initiatives and used to engage the business

Real time analytics are used as inputs to planning and management for both strategic and tactical purposes

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