Assess Your People Operations
Assess Your People Operations
This 7-min quiz to assesses the sophistication of your HR or People Operations department. Assess strengths in data, privacy, employee experience, and more.
Start the assessment
experience
data
risk
process
digital
mobile
Your Score
4.3
Hiring & Onboarding
Score: 4.7
Time & Attendance
Score: 4.3
Employee Engagement
Score: 3.4
What Does It Measure?
The People Ops Maturity Model measures the extent to which an organization’s people operations are driven by established and documented best practices, processes, standards and metrics proven to drive business outcomes.
Based on our work with over 30,000 small and midsize businesses, it helps a company assess, develop and refine your people programs by identifying current state, a desired future state, and blueprint to get there.
Learn where you stand on:
- Data
- Privacy
- Employee managment
- Employee experience
- HR data integration
- Process & optimization
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What Level Did You Score?
And What Does that Mean?
Level 1
Chaotic
Strategy
Ad hoc. Only deal with people and HR issues when they happen. Getting started.
Technology
Manual, paper-based processes. Lack of HR resources, knowledge and tools. Limited data, security, and mobile access.
Risks & Opportunities
Major compliance & data (PII) exposure from audit deficiency, fines and errors. Inability to scale the business. Time wasted on paperwork. Hidden costs.
Level 2
Reactive
Strategy
Repeatable best-in-class processes, benchmarked and validated with industry peers. Elite company: ‘best place to work’.
Technology
Primarily spreadsheets and digital documents. Inadequate HR resources and tooling. Limited security & employee self-service.
Risks & Opportunities
Compliance and data exposure from errors & deficiencies. Inability to focus on business. Limited metrics & compliance. Hidden costs & missed savings.
Level 3
Limited
Strategy
Automating core HR, benefits, and compliance processes. Starting to focus on people and culture. A good company.
Technology
Semi-automated processes with moderate use of the cloud. Often disparate technology, workflows & reporting silos. Semi-digital employee experience.
Risks & Opportunities
Lost profits and revenue from hidden costs. Inability to focus on people, productivity & culture. Moderate compliance exposure from disparate systems & errors.
Level 4
Scaling
Strategy
All core processes automated. Focusing on workforce collaboration, engagement and productivity. A great company: employer of choice.
Technology
Single digital platform to manage all HR, benefits and people needs. Strong mobility, self-service & unified reporting. Proactive compliance guardrails.
Risks & Opportunities
Opportunity costs from workforce productivity, engagement and talent gaps. Scaling talent recruiting, development and retention efforts.
Level 5
Mastery
Strategy
Repeatable best-in-class processes, benchmarked and validated with industry peers. Elite company: ‘best place to work’.
Technology
Single digital platform for the entire “fluid workforce”. Complete mobility for workers. Predictive people analytics, insights and recommendations.
Risks & Opportunities
Higher level challenges and opportunities: employee motivation and wellbeing; operationalizing diversity, equality and inclusion; maximizing employee collaboration & productivity.
The People Ops Book
Authors Jay Fulcher, Kevin Marasco, Tracy Cote of Zenefits, the leading People Operations platform, provide readers with a playbook for creating a massive competitive advantage by eliminating antiquated approaches to HR.
The book takes a look at how work has changed and what companies need to do about it, and the new approach they must take to processes, systems, and best practices. You'll learn how to eliminate busywork and hassle, and how to use that newfound time and capital to empower your biggest asset: your people.
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Put your employees first, and see the difference.
