HR Assessment

What's working and what still needs work?

Having the right people programs in place will drive your business forward and build a
thriving culture. This HR Assessment is a great first step.

Where would you like to receive your results?


For each item, adjust the sliders to indicate how well each of these important HR components aligns with your business goals and supports your mission.

0 = Not in place yet
1 = In place, but not meeting our needs
3 = Meeting our needs moderately well
5 = Meeting our needs very well


Do you have the right people on your team?
What skills exist in-house?
What talent needs to be recruited?
Does every step of your process help build a positive brand impression?

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1. Job Analysis and Job Descriptions
Have you documented what success looks like for every current and needed position?
Do your descriptions consider future business needs and career growth opportunities?
2. Applicant Tracking
Are you adequately tracking candidate information for future hires?
Do you know where your best leads come from?
3. Interview Process
Is your process time efficient?
Is relevant, helpful feedback shared quickly among interviewers?
Does the candidate come away with a positive impression of your brand?
Does your process provide protection in the event of litigation?
4. Selection Process
How are you addressing gaps between what you need and what’s available?
How are you developing and communicating your selection criteria?
How do you decide to hire?
5. Offers and Declines
Does your offer set the desired tone for employee onboarding?
Will declined candidates speak well of your company?
6. Hiring Paperwork
Is everything complete, in order, and legally compliant?
Are you up to speed on the current legal requirements for background checks, reference checks, and I-9’s?


Once you have the right people on board, how do you help them grow and thrive?
Do you have strong systems in place to acknowledge positive contributions and address areas of concern?
How are workplace issues and employee questions handled?

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1. Onboarding
Does your onboarding program inspire new employees and help them feel connected to your larger purpose, while minimizing training time?
Does your program ensure a smooth and efficient integration into your company, both for the new hire and existing staff?
2. Employee Development
How are you setting expectations and following up on accountability, both for the employee and the manager?
Are career tracks clearly communicated, and do employees understand what’s required for promotion?
3. Employee Relations
How do you keep a pulse on employee morale?
What behavior standards are expected, and what happens when employees and managers fall short?
4. Management Training
Is there a training program in place for new managers?
Are you certain your managers know how to address performance issues and coach for best performance?
Do your managers know the basics of employment law?
5. Performance Reviews
Do you have a process for reviewing performance?
If so, does your process reflect your culture and business goals?
Do your employees and managers enjoy your review process?
Does your program measure progress and performance over time?
6. Employee Recognition Programs
Do your programs foster connection between owners, managers, and employees?
Are your programs motivating for your team?
Do your programs create value for your employees and your business?
7. Performance Improvement Processes
Do employees clearly understand what they need to demonstrate to show improved performance?
Have managers been trained on what they’ll be expected to demonstrate when helping a struggling employee?
8. Termination Process
How are you documenting performance issues and the manager’s attempts to correct?
Will a terminated employee speak well of your company after termination?
9. Reduction In Force Process
How will you specially care for employees you want to keep at your organization during a RIF?
Do you have a solid communication plan in place for last-minute changes to affected employees?


Do your compensation strategies and benefits align with your business and the market?
What will help attract and keep the right people?

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1. Base Compensation and Equity Review
Are your compensation plans equitable, considering gender, age, experience, and contribution to your business?
Are current capabilities and future needs reflected in your annual planning?
Do your employees understand how their pay is determined?
2. Benefits
How customized is your plan to your demographic?
Is your current broker delivering the value you expect?
3. Paid Time Off Programs
Are your paid time off programs consistent with how your employees prefer to manage their personal time?
Is the level of paid time off optimal for your business to run successfully?
4. Total Rewards Strategy
Do employees understand all the benefits of working for you?
Do you have a total rewards strategy in place and understand the benefits of having one?
Does your total rewards strategy link business goals with personal outcomes?
Do your employees understand and value the rewards they receive?
5. Retirement Investment Programs
Are your employees taking full advantage of your retirement benefit?
Have your employees thought through how your retirement plan fits in with their financial future?
6. Incentives and Perks
Do your programs boost morale and encourage employees to stay healthy, productive, and content?
Do employees understand how their individual effort links to the incentives and perks they receive?


Are you up to date with complex compliance requirements?
Can you respond quickly to new employment regulations?

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1. Employee Handbook
Do employees find your handbook useful?
Is your handbook complete, current, and widely available?
Does the tone reflect the culture and communication you want to foster within your organization?
2. Safety and Security
Do your programs support good habits that decrease risk of fault and injury?
Have you communicated an emergency response plan for your organization?
3. Workers' Compensation
How are you preventing office injuries from occurring?
Do you have strong light duty programs in place for injured employees?
4. Leave of Absence
Do your employees and managers clearly understand leave eligibility?
Are your managers using leaves of absence as opportunities for employee development?
5. Employment Litigation
Do you have a process in place to quickly address and alleviate employee concerns?
Do you have clear processes for when and how to document staffing decisions?
6. Internal Complaint Process
Do you have multiple ways for employees to communicate concerns beyond their manager?
How are you authentically and quickly addressing concerns as they arise?
7. Regulatory Compliance (ADA; ADEA; COBRA; FCRA; FLSA; FMLA; HIPAA; OSHA; required employee notifications)
How knowledgeable are you on the city, state, and federal employment regulations pertaining to your business?
How are you tracking employee eligibility for regulatory programs?


Do you have the right tools in place to streamline operational tasks so you can focus on more strategic needs?

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1. HR Information System (HRIS) Management
Do you have an HRIS system?
Are your processes streamlined to reduce paperwork and increase efficiency?
Are you using the data in your HRIS system effectively to capitalize on internal talent capabilities?
2. Recordkeeping and Employee Files
Are you prepared for various agency audits?
Are you familiar with record retention and destruction requirements?
3. Turnover Analysis
How are you assessing the “health” of your company and individual departments and managers?
Do you know what healthy attrition looks like for your organization?


HR Assessment Success

Thank you! Look in your email for these results along with recommendations to improve your results.