Welcome!

The goal of this to the readiness assessment is to measure the level of People Analytics maturity for your organization — across Strategy, Data, Technology, and Culture.

This assessment will allow us to find the best way to help your organization unlock the power of people analytics to drive business growth and help employees thrive.

You’ll answer 20 short questions that will help us to identify how we might best serve your People Analytics needs

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Please provide your contact information. ^*

We promise to not share your contact details with any other organization.

First Name ^*

Last Name ^*

Company Email ^*

Phone Number

Company Name

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What best describes your role? ^*

HR Executive

Business Executive

People Analytics Leader

HR Business Partner

HR Manager

Non-HR Manager

HR Individual contributor

Non-HR Individual contributor

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How many employees are in your organization? ^*

Please consider only the direct workforce and exclude contracted third parties.

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1. How often are people analytics insights reviewed at the executive level? ^*

On Demand Only

Quarterly

Monthly

Weekly

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2. How aligned are your HR metrics to core business goals (e.g., revenue, productivity, safety)? ^*

Not aligned

Somewhat aligned

Mostly aligned

Fully aligned

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3. Does leadership use workforce data in strategic or financial decisions? ^*

Rarely

Sometimes

Frequently

Always

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4. Do you have a defined people analytics or workforce insights strategy? ^*

In Progress

Yes, but not reviewed

Yes, regularly reviewed

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5. To what extent do HR and business leaders align on success metrics (e.g., turnover cost, productivity per head)? ^*

Misaligned – HR and the business create their own metrics

Somewhat aligned – some shared metrics, but inconsistent composition and usage

Mostly aligned – HR metrics are generally shared, but usage is inconsistent

Fully aligned – HR and business leaders source and use the same metrics

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6. How confident are you in HR data accuracy and consistency? ^*

Low

Moderate

High

Very High

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7. How are your HR systems connected (HRIS, ATS, Payroll, etc.)? ^*

Manual data feeds

Some automation

Mostly automated

Fully integrated systems

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8. How frequently are HR metrics refreshed? ^*

Quarterly

Monthly

Weekly

Daily

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9. Has your organization conducted data governance or data quality initiatives? ^*

Informal

Structured

Ongoing

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10. How often do HR and IT collaborate on analytics or integrations? ^*

Never

Occasionally

Regularly

Strategic partnership

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11. What is the current staffing for your organizations people analytics team? ^*

There are no dedicated HR analytics personel

We have a dedicated analyst for HR data

We have a people analytics leader

We have an complete people analytics function

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12. What best describes your current people analytics outputs? ^*

Think about the highest level of work that is regularly delivered.

Basic reports from source systems to account for organization

Descriptive statistics that allow you to monitor metrics

Advanced analytics that bring insights into root cause

Prescriptive analytics that recommend best courses of action

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13. What best describes your reporting process? ^*

Fully manual

Some automation

Mostly automated

Fully automated & self-service

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14. What analytics tools are you using today? ^*

Select all that apply

None

Excel

Power BI / Tableau

Dedicated People Analytics platform (Viser, One Model, etc.)

Other

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15. How confident are HRBPs in using data to advise leaders? ^*

Not Confident

Somewhat confident

Confident

Highly confident

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16. How easily can HR and business leaders access the people data they need? ^*

Very difficult – mostly manual pulls

Somewhat difficult – need analyst support

Easy – available in dashboards or reports

Very easy – self-service access for most leaders

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17. How is your organization currently using AI or advanced analytics in people decisions? ^*

No AI use – reports are descriptive only

Some automation – AI supports limited analysis (e.g., turnover trends)

Targeted AI use – models predict outcomes (e.g., attrition, hiring success)

Integrated AI – HR and business leaders use AI insights regularly for decisions

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18. How would you describe HR’s data literacy? ^*

Low

Moderate

High

Advanced

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19. How much pressure exists to make data-driven people decisions? ^*

None

Some

Significant

Strong and consistent

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20. How effectively are HR insights used to influence strategy? ^*

Rarely – people data not considered

Occasionally – used when HR prompts it

Regularly – leaders seek insights during planning

Proactively – insights shape strategic decisions

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