How mature is your HR function?
Seven questions about how your organisation actually runs its people systems today. You get your maturity level and the one thing worth doing next. No email required, nothing is stored.
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Where the gaps are
Get this as a report
A one-page PDF with your score, the full breakdown and the next step — to keep, print or send to whoever needs to see it.
This is a self-assessment, not an audit. It reflects what you told it. A real diagnostic looks at your actual KRA sheets, appraisal records and attrition data — that is what a first consulting conversation covers.
Four levels, and why they matter
Level 1 · Informal
HR runs on relationships and memory. Fine until the people holding it leave, or you outgrow one person seeing everything.
Level 2 · Documented
The basics are written down, but the cycle is annual and the documents sit still. Most MSMEs plateau here.
Level 3 · Systematic
Real processes on a rhythm, with data behind decisions. The gap is usually between HR holding data and leadership using it.
Level 4 · Strategic
Decision-grade information that leadership acts on. Remaining gains are in prediction rather than measurement.
Related reading: KRA and KPI design · the free KRA template · performance management consulting in Kerala.