HOW STRONG IS YOUR HR, REALLY?
Our multiple-point HR Scorecard gives you a pulse on the health of your HR function through a short series of multiple choice questions.
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Get your HR grade by answering the series of questions. Then analyze your results using the score interpretations below.
ANALYZE YOUR RESULTS
A - Very Strong
Your HR foundation is genuinely excellent. Keep iterating on what's working, and consider where you can become a model for others.
B - Strong
You're in strong shape. A few targeted improvements will move you from solid to standout — likely in just one or two areas.
C - Developing
Your fundamentals are in place, but several areas are limiting performance and retention. Focused attention here will compound quickly.
D - Needs Attention
Meaningful gaps are showing up across multiple areas. Without a clear plan, these will keep costing you in turnover, productivity, and risk.
F - At Risk
Your organization needs scalable HR systems and structure. The good news: focused effort here typically delivers the fastest, most visible ROI of any business investment.
HOW STRONG IS YOUR HR, REALLY?
This free assessment takes less than five minutes and helps you identify where your HR systems are strong, uncover gaps, and prioritize what to focus on next.
What the assessment covers
Hiring Fit
The right hire in the right role contributes faster, stays longer, and strengthens the team around them. The wrong one is costly — poor hiring fit can run 30–150% of an employee's annual salary when you factor in recruiting, lost productivity, and re-hiring. This area evaluates how well your hiring process is setting people up to succeed from day one.
Early Retention
Hiring someone is an investment. Losing them in the first one to three years means starting that investment over — at a cost of 30–60% of annual salary, averaging $12,000–$20,000 per position. This area examines whether the conditions exist for new employees to stay, engage, and see a future with your organization.
Compensation & Benefits
Competitive pay and benefits aren't a differentiator anymore — they're a baseline expectation. Gallup research shows 51% of workers are actively looking for new opportunities, with better pay among the top reasons for leaving. This area helps you assess whether your compensation strategy is working hard enough to attract and keep the talent you need.
Role Clarity & Performance
When employees know what's expected, they can focus, self-correct, and grow. When they don't, even capable people underperform — not from lack of effort, but because the target was never clearly defined. This area evaluates whether your organization is giving employees the clarity they need to do their best work.
Leadership & Coaching
Managers are the single biggest lever a company has for engagement, retention, and morale. Gallup research shows leaders account for up to 70% of employee engagement. This area examines whether your leaders are consistently developing the people around them — not just managing their output.
Employee Development & Growth
When employees can't see a path forward, they find one somewhere else. Nearly one in five people cite the lack of growth opportunities as the reason they left their last job. This area explores how intentionally your organization is creating development opportunities for the people already on your team.
Internal Promotion
Promoting from within preserves institutional knowledge, stabilizes teams, and sends a clear message to your workforce: growth here is real. This area looks at how consistently your organization identifies and invests in future leaders — before the need becomes urgent.
Policy & Benefits Accessibility
Great benefits and policies only deliver value if employees can actually find and use them. When information is buried or only shared at hire, engagement drops — and risk increases. This area assesses how effectively your organization communicates the information employees need day to day.
Psychological Safety & Communication
Organizations where employees feel safe speaking up consistently outperform those where they don't. Google's Project Aristotle identified psychological safety as the single most important factor in high-performing teams. This area evaluates whether your culture genuinely invites input at every level — not just in theory, but in practice.