RPM Baseline Organizational Assessment
This form will take about 10 minutes to complete. Please respond truthfully and think about all aspects of your organization – individually and collectively. It is important to respond with the current situation in mind - not where you want to go. We need to start somewhere!
Name
*
First Name
Last Name
Email
example@example.com
Phone Number
*
Please enter a valid phone number.
Yes
No
HR Brand Image -
We are considered an “employer of choice” in the communities in which we do business.
HR Brand Image -
If a stranger was asked what he or she thinks/knows about our company, it would be positive.
HR Brand Image -
Our vendors, suppliers and customers recommend top candidates to us for employment.
HR Brand Image -
Our employees are ambassadors for the company wherever they go.
HR Brand Image -
Everyone in our organization has business cards.
Recruitment
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We have the “pick of the litter” when recruiting for job openings.
Recruitment
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We are creative in our sourcing (i.e., we go well beyond traditional recruiting sources).
Recruitment
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Not only do the best candidates apply, the majority accepts our job offers.
Recruitment
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We pay “bird dog” referral bonuses to
anyone
who refers new hires (not just employees).
Recruitment
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We use current employees in our recruitment process to both screen and sell candidates.
Selection
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Hiring decisions are based on more than interviews, background checks and references.
Selection
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More than one person is involved in the interview and selection process and decision.
Selection
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We have a formal process for determining why candidates reject our offers.
Selection
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Our selection process is a positive and user-friendly experience for the candidate.
Selection
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Our compensation/benefits have been validated against industry/community benchmarks.
Onboarding
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We have a formal new-employee orientation/on-boarding program.
Onboarding
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We make an awesome first impression during a new employee’s first day/week on the job.
Onboarding
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Our On-Boarding process is designed to “instill values,” not just teach procedures.
Onboarding
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We positively involve our current employees in new-employee orientation.
Onboarding
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We periodically re-orient all our employees to reinforce our core values and culture.
Employee Relations
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All of our managers/supervisors are effective human resource managers.
Employee Relations
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We have a regularly published newsletter that is read and viewed as credible.
Employee Relations
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We have regular staff meetings that are about more than just telling people what is wrong.
Employee Relations
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We have creative recognition and rewards activities that involve more than money.
Employee Relations
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We conduct annual employee perception surveys, communicate and act upon the results.
Turnover
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When it comes to turnover, we tend to lose the losers and win the winners.
Turnover
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Before losing a valuable employee, we can usually see it coming and try to prevent it.
Turnover
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We “exit interview” departing employees both before they leave and again a few weeks later.
Turnover
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We actively keep in touch with valuable former employees and continue to re-recruit them.
Turnover
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We offer to restore/bridge former employees’ service if they return within a certain time.
Comments (what else would you like to know or tell us)?
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