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* 1. Your organization's current HRM Metrics and Analytics practices adopt a strategic mindset.

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* 2. Your organization's change management processes run parallel to HRM Metrics in a “business unusual” environment.

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* 3. Your organization has streamlined and systematic HRM metrics processes.

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* 4. HR professionals "walk the floor" and actively engage organizational stakeholders in metrics/analytics processes and, therefore, do not manage it like a detached “desktop” exercise.

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* 5. Your organization has adopted a measurement culture and builds capacity and skills for the digital literacy of HR Professionals.

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* 6. Your organization has re-injected scientific principles, processes and tools and credibility into HRM Metrics e.g. 3 E’s - evidentiary, empirical and ethical.

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* 7. Your organization applies drill down and segmentation HRM metrics and analytics.

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* 8. Your organization applies the 4 C’s to HRM Metrics Reporting i.e. causes, costs, consequences and cure.

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* 9. Your organization starts small, thinks big and systemically scales up over time, as opposed to adopting a large-scale “Big Bang” HRM Metrics approach.

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* 10. Your organization harnesses automation, utilizing a 5-G digital data analysis solution.

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