QUESTION 1

We have no formal goals, mission, or vision statements. An open, department-based culture is present.

We have some goals and objectives, culture has been loosely defined, leaders are engaged, and a change management strategy is being developed.

We have a clear vision and objectives defined, have implemented a change management strategy, have created policies and guidelines, and champion our culture.

Our goals and objectives reflect continuous improvement. Successes and failures are identified, our culture is regularly reassessed versus competitive challenges and HCM best practices.

QUESTION 2

There are some company wide policies with departmental variations, and policy documentation is centrally located.

We have established and communicated company wide policies with minimal departmental variations. Policies are located centrally and are readily accessible.

Our policies and procedures are consistent, up-to-date, communicated, and can be easily accessed electronically. HCM takes a proactive role driving further optimization.

We have limited/documented company wide policies and procedures, however most policies are not consistent across our organization.

QUESTION 3

We have some formal HCM structure and metrics but guidelines are not clear, and reporting is transaction based with some automation.

Our HCM structures are well defined and metrics are in place to assess overall efficiency and effectiveness. Reports are extensively automated and provide analytical insight.

We have a fully integrated HCM structure with clearly defined roles and responsibilities. An HCM scorecard is in place to link the overall organization metrics with business objectives.

We have no HCM structure or metrics. We have informal planning and limited reporting.

QUESTION 4

We have integrated talent acquisition and succession management. Employee engagement is a key priority of management and includes creative solutions to build trust and commitment.

We recruit on a reactive basis, succcession planning is fragmented and no targeted employee development or engagement plans are defined.

We have a standardized recruiting process and succession planning only targets key positions. Employee engagement is limited to basics.

We have optimized our talent acquisition and retention processes with sustained retention rates greater than 95%. Talent mobility is organization wide.

QUESTION 5

We have limited organizational and talent data available. Specific goals, objectives, and policies are not defined.

We have some strategies and basic employee data is documented but initiatives are different for each department with minimal technologies and best practices utilized.

We have clear HCM based strategies that are implemented. Talent data is known and documented. Employees with specific talents are identified, and best practices are applied for all processes.

We have clear HCM strategies that are fully integrated. Employees with specific talents are guided in their career development. Technology and best practices are fully integrated.

QUESTION 6

We offer basic compensation and benefits based on market comparisons. We offer health, dental, vision and life insurance with high premiums or deductibles. We provide a 401k plan with no company contribution.

We offer basic compensation and benefits driven by our financial abilities. We offer regulatory minimum health insurance plans and no pension or 401k plan.

We offer market-based compensation and bonuses, a full range of insurances with premiums reduced by our contributions; some special employee incentives and a 401(K) plan with a company contribution.

We offer market-based compensation, bonuses, and special employee incentives, a full-range of insurance benefits with costs mainly covered by the organization. We offer education reimbursement, extended maternity/paternity leave and proactive wellness programs.

QUESTION 7

We have limited use of PM and there is no formal documentation or knowledge of PM standards and no training of management or employees.

We have a basic PM methodology in place. Employees have been informed about the PM process and most or all departments are utilizing the process effectively.

We have an integrated PM process throughout the organization. Results are monitored and internal training is in place. ROI is tracked and focus is on achieving the company's business plan.

We have a regular analysis and renewal of the PM process. Lessons learned files are created, and processes are in place to improve employee performance and focus on continuous improvement. We link performance to compensation company wide.

QUESTION 8

We treat safety systems as a business imperative. The workforce shares responsibility, and is proactive. Reports of problems lead to rewards, not punishment.

We have systems in place to manage most hazards, perform occasional audits, and act based on statistics. We are developing action plans and systems.

We have systems that are owned and adhered to in the organization. We have active leadership, and our plans and systems are widely known in the organization, have regular reviews and accountability is understood.

We believe safety and security are important but we only do what is required. We are reactive and do not have any proactive systems and/or processes in place.

QUESTION 9

We improve productivity and achieve flexibility with our proactive communications and consultative approach to issues as they arise. Grievances are rare and employee engagement is enhanced based on reacting to survey results.

We maintain harmony with clear policies and procedures. We have no data on employee engagement, and grievances are fairly common.

We have a basic employee relations philosophy but no formal policies or processes. Grievances or employee disputes are a major issue.

We are focused on creating and maintaining an inclusive work environment that keeps our employees engaged. We actively communicate business, competitive, and market situations. Grievances happen occasionally.

QUESTION 10

We have a fully functional, integrated HRIS that supports HCM best practices and modules, employee self service, transparency, and complete workflow.

We use an HR management system (HRIS) with some basic workflow templates, but with no functionality to integrate paper documents.

Our HRIS supports the main priorities of the organization and goes beyond administration (i.e. recruiting, performance management, etc.) and there is some enhanced workflow.

Most of our records are maintained manually. We do not currently use an integrated technology platform/HRIS system.

Human Capital Management Assessment

{{Question01}}

{{Question02}}

{{Question03}}

{{Question04}}

{{Question05}}

{{Question06}}

{{Question07}}

{{Question08}}

{{Question09}}

{{Question10}}