HR digitalisation test

The HR digitalisation test provides quick insight into the maturity of your HR department using 8 questions. The test looks specifically at optimisation and digitalisation. The test is completely free and non-binding. Click next to start the test.

Question 1: To what extent are HR processes in your organisation transparent?(Vereist)

HR processes are fully transparent and documented. We have clear procedures and guidelines for all HR activities.

HR processes are reasonably transparent, but there is room for improvement. We have basic documentation and some procedures are documented.

HR processes have limited visibility. We have minimal documentation and guidelines, which can lead to confusion and inefficiency in HR activities.

HR processes are not transparent. There is little to no documentation or transparency in HR activities, which can lead to problems and confusion in our organisation.

Question 2: What percentage of HR processes are currently digitised?(Vereist)

100%, all HR processes

Between HR processes 75 and 99%

Between HR processes 50 and 74%

Less than 50% of HR processes

Question 3: To what extent are HR processes continuously improved?(Vereist)

Continuous and active (For example: a continuous improvement process is in place)

Regular, but with room for improvement (For example: Annual review of HR processes, but not always consistent)

Occasional and irregular (For example: Improvements are carried out ad hoc, without a clear plan)

Rarely to never (For example: HR processes remain largely unchanged for many years)

Question 4: In how many systems are your HR processes secured?(Vereist)

We have one HR system that includes all HR components.

For each component within HR, we use a separate HR system which is integrated with each other.

We have multiple HR systems that are not integrated with each other, for different areas within HR.

We do not yet have appropriate HR systems for all HR components.

Question 5: To what extent is HR data used to manage developments in your organisation?(Vereist)

Ongoing and active (For example: All relevant HR data is analysed and translated into action points.")

Regularly, but with room for improvement (For example: We use HR data partly to manage developments in our organisation. Some HR data is analysed, but there is room for improvement).

Minimal (For example: We make minimal use of HR data to steer developments. HR data is collected, but it is not actively used for strategic decision-making).

Not (For example: Data is incomplete and/or incorrect, making steering for development/improvement impossible)

Question 6: To what extent are operations in your HR department automated?(Vereist)

We have automated all the processes we want to automate (For example: In my organisation, we are consciously automating processes and reducing manual work

We have automated a number of processes (For example: Automated workflows are used in my organisation, providing insight into everyone's tasks)

We are thinking of doing this

We are not doing this (e.g.: Hours processing is done entirely manually)

Question 7: To what extent is a self-service portal for employees used?(Vereist)

Full (Think: to access own employee data, pay slips and other HR information)

Partial (For example: we wish more functionalities in this portal to be accessible to the employee)

Not

Question 8: To what extent are HR systems integrated with other systems in your organisation?(Vereist)

Fully integrated (For example: Our HR systems are seamlessly integrated into our organisation's architecture, ensuring that data and processes are shared and managed efficiently).

Partially integrated (For example: Although we have achieved some integration, there are still limitations and challenges in synchronising HR systems).

Minimally integrated (For example: Our HR systems largely function as isolated islands and are not well integrated into our organisational architecture).

Not integrated (For example: There is virtually no integration between our HR systems and our organisational architecture; they operate completely independently of each other).

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Digitisation of the HR department scores:

Your result:
It seems like HR digitalisation has not been prioritised within your organisation. Is this the time to start working on it?

Your result:
The start has been made! Currently, there is a limited degree of HR digitalisation present within your organisation. Is this the time to take it further?

Your result:
Your organisation has made progress in digitising and understanding HR processes, but there is still room for improvement. Is now the time to take this further?

Your result:
Digitalisation is clearly on the agenda. Your organisation has made significant progress in digitising and understanding HR processes. How do you ensure that these processes are also future-proofed?

Your result:
Congratulations! Your organisation has reached a high level of digitisation and data maturity. How do you ensure that these processes are also future-proofed?

Your HR processes are fully mapped, which is an essential part of digitising.

There is clearly still a lot of work to be done to make processes transparent. This is essential for proper digitisation of HR.

The organisation scores high on digitalisation, which is essential for efficiency and data maturity.

We see that less than 50% of your HR processes are digitised. Is there a desire to expand this, or is this a conscious decision?

You indicate that your processes are being continuously improved. For good digitisation, it is important that there is a link between this continuous improvement and the digitised process. Does this still require attention?

HR processes are not subject to change at your company. Is this unnecessary or does it have other reasons? For an efficient and digitised HR process, it is wise to look into this.

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