This demonstrates the output format for a mid-sized technology company.
Organization: Sample Tech Inc.
Industry: Technology
Employee Count: 501-2,000
Annual Turnover: 15-25%
Score: 68/100 — ATS in place. Time-to-fill tracked. Candidate experience inconsistent.
Score: 42/100 — Annual reviews only. No continuous feedback. Calibration informal.
Score: 38/100 — Reactive hiring. No skills inventory. Succession planning limited to executives.
Score: 55/100 — Onboarding exists. Engagement surveyed annually. Exit interviews inconsistent.
Annual reviews create 11-month blind spots. Manager-employee alignment gaps linked to 18% regrettable turnover.
No centralized skills inventory. Unable to match internal talent to opportunities. External hiring default.
Modern ATS with integrations. Strong employer brand presence. Foundation for analytics expansion.
Deploy quarterly check-ins with lightweight 1:1 templates. Expected impact: 20-30% improvement in manager effectiveness scores. Standards: SHRM Performance Management Guidelines.
Catalog workforce skills and certifications. Enable internal mobility matching. Reduces external hiring costs 15-25%.
Extend onboarding to 90 days. Add buddy program. New hire productivity improvement: 25-35%.
Frameworks Referenced: SHRM Competency Model, ISO 30414 Human Capital Reporting, Bersin HR Maturity Model
Data Sources: SHRM Benchmarking 2024, LinkedIn Workforce Report 2024, Gallup Engagement Research