HR Systems Maturity Survey

If you would like a complimentary analysis of your organisation’s level of HR systems maturity, please respond to the questions below. PeopleWeek will review your reponses and send you a report. It will include a maturity rating for each section, an overall rating, and suggestions of where improvement is most needed.

Your Name *

Your Email *

General

Do you already have an HR information system that covers the full employee lifecycle? *

Do you currently use multiple different HR systems that cover the full employee lifecycle? *

If you use multiple different HR systems to cover the full employee lifecycle, are your systems fully integrated so that there is no double data entry? *

Do you currently use your payroll system as the main source of employee data? *

Do you have an HR system where employees can access their personal employment related documents and information? *

Are employees able to update their own personal data in an HR system, e.g. address, civil status, dependants, emergency contacts, bank account details? *

Payroll

If you have an HRIS, is the data in it integrated or synchronised with your payroll engine(s)? *

Is your payroll managed without any exchanges of employee personal data or remuneration data by email or Excel? *

Do you have a system (not Excel) for managing salary and / or bonus reviews? *

Do employees have access to their compensation and benefits information, as well as their payslips, in an HR system? *

Time & Attendance

Do you have an HR system for managing employee working hours that complies with legal requirements and is auditable? *

Do you have an HR system for managing absences that is integrated into a calendar? *

Do you have a HR system for managing remote working (e.g. tele-working) that is integrated into a calendar? *

Performance

Do you have a well-established performance management process with a completion rate exceeding 90%? *

Is your performance management process managed in an HR system, meaning it is digital? *

Are you able to set common objectives, e.g. for all employees or groups of employees such as by department or job? *

Recruitment

Do you have a recruitment system (or applicant tracking system)? *

If you have a recruitment system, does it allow you or applicants themselves to anonymise or change their personal data in order to be data protection compliant? *

We do not need a recruitment system as our recruitment volumes are very low. *

Onboarding

Do you have an onboarding platform for sharing documents between you and onboardees prior to their recruitment so that information is not sent by email? *

If you have an onboarding platform, does it have secure access, including a dual authentication mechanism? *

Training

Do you have a training administration platform, i.e. for publishing training events and managing enrolments? *

Do you have an e-learning system? *

Talent Management

Do your employees have personal development objectives? *

Do you have a process for objectively identifying talent and potential successors for key roles? *

Expenses

Do you have a system for managing expenses that allows you to manage reimbursements in an automated way? *

Engagement

Do you have a platform for facilitating employee engagement, collaboration, and information sharing, e.g. a corporate intranet? *

If you have a platform for facilitating employee engagement, collaboration, and information sharing, is it widely used by employees? *

Do you perform exit interview for departing employees using a tool that ensures confidentiality? *

IT Security

Is employee data backed-up at least weekly? *

Do you have mature data restore procedures that are tested at least annually? *

Do you conduct cyber security tests at least annually on the systems that store your employee data? *

Do you have role access rights that limit access to employee information to the roles (people) that need it to perform their jobs? *

General Comments (Optional)

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