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HR Health Check

This survey is a brief 12 question survey which allows you to check where you are at in relation to the way that you manage the people aspects of your business. 

Good people practices = long term employee satisfaction and retention. No matter the size of your business, effective people practices will support you to achieve your business objectives. 

Once you've completed the survey you'll be emailed a report based on your responses which sets out some ideas/information on effective people practices. 
1.How would you rate your recruitment practices?

When rating your business, consider whether you:
  • attract the right candidates (skills and fit)
  • have current Position Descriptions and Organisation Chart 
  • run an efficient recruitment process (procedures, documents and systems e.g. job ads, interview outlines, reference check templates)
  • provide an understanding of what it’s like to work for the business, the role and employee benefits
(Required.)
2.How well does your business onboard new employees? 

When rating your business, consider whether you:
  • ensure it is a positive experience (e.g. not overloading with information, meeting/spending time with a range of team members)
  • efficiently provide/collect necessary pre-start documents 
  • run a structured and welcoming induction process covering the role, support, expectations and the overall business
  • follow up and support employees during their first 6 months
(Required.)
3.How well does your business set out employment conditions for employees? 

When rating your business, consider whether you:
  • understand your obligations under the National Employment Standards (NES) and if any Award/s apply
  • have compliant employment contracts (Casual and Permanent) setting out terms and conditions (e.g. pay, leave, confidentiality, restraint of trade, fitness for work etc)
  • set out and review salaries and pay rates applicable to any Award/s and legislation
(Required.)
4.How well does your Organisation Structure support the achievement of business objectives?

When rating your business, consider whether you:
  • have an up-to-date Organisation Structure with clear reporting lines and accountability
  • set out how roles fit within the structure and how teams integrate 
  • regularly review the Organisation Structure to address changes/growth in the business
(Required.)
5.How well do you set out the responsibilities of each role?

When rating your business, consider whether you:
  • have clear, user-friendly Position Descriptions for each role setting out the purpose, key responsibilities, skills and education/qualifications required
  • communicate how roles and teams work together across the business
(Required.)
6.How well do you manage performance?


When rating your business, consider whether you:
  • set individual objectives, provide feedback on performance and learning & development opportunities/career progression
  • recognise and reward performance
  • manage and improve performance issues
  • understand the legal requirements around discipline, termination and redundancies
(Required.)
7.How well do you manage learning and development?


When rating your business, consider whether you:
  • identify skill gaps for individuals and the business
  • offer learning and development opportunities (training programs/courses and on-the-job training)
  • hold individual learning and development/career progression discussions
8.How well do you manage leave?


When rating your business, consider whether you:
  • are aware of what leave your employees are entitled to and how it should be paid (compliant with the National Employment Standards (NES))
  • have policies that guide employees and Managers around leave
  • review leave accruals regularly to manage leave liability and employee wellbeing
9.How well do you support leaders?

When rating your business, consider whether you:
  • provide leaders with the knowledge, tools, and support to effectively lead their team
  • give feedback and coaching to leaders to support them to manage their team
10.How would you rate your employee engagement and retention strategies?

When rating your business, consider whether you: 
  • talk to and/or survey existing employees about the reasons they stay and suggestions for improvement
  • follow through and take action on results from surveys or feedback
  • focus and plan around ways to engage and retain employees (e.g. expectations & feedback, Learning & Development, getting employee feedback, wellbeing, leadership)
11.How well do you manage remuneration and benefits (pay rates, salaries, bonuses and incentives)?

When rating your business, consider whether you: 
  • have a structured way of setting and reviewing remuneration 
  • carry out regular reviews to compare similar roles/industries in the market
  • communicate remuneration clearly (e.g. discussions, policies and documentation)
12.How well do you use policies to guide decisions and behaviour? 

When rating your business, you should consider whether you:
  • have clear and concise policies allowing employees to understand what is expected
  • provide employees with access to policies and request signed confirmation of receipt
  • have a code of conduct that sets expectations and allows for behaviour to be addressed if required
  • have clear values suited to your business and that show employees “how” they should do things
13.Please complete your details to receive your personalised report (all responses and your contact details will remain confidential):(Required.)
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