• 🧭 OneJar HR Health Check

    🧭 OneJar HR Health Check

    Discover your company’s HR health and hidden talent risks

  • Purpose:
    This short assessment helps business owners understand how structured, compliant, and future-ready their people operations are.
    Your personalized HR Health Report will highlight where your HR function is strong — and where to focus next.

    Instructions:
    For each statement, choose one:

    🟢 In Place & Working Well
    🟡 Somewhat / In Progress
    🔴 Not There / Not Working

    (Approx. 6–8 minutes to complete)

  • Basic Info

  • Section 1 – HR Foundations & Compliance

  • 1. All employees have up-to-date and signed employment contracts.*
  • 2. Core HR policies (leave, conduct, grievance, etc.) are clearly documented and communicated.*
  • 3. Personnel records are accurate and fully compliant with GDPR / data-protection laws.*
  • 4. A consistent onboarding process covers legal, policy, and cultural requirements.*
  • 5. Payroll and benefits are processed accurately and reviewed regularly.*
  • 6. HR processes comply with all relevant labour and employment laws.*

  • Calculations Section 1

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  • Section 2 – Talent Management & Resource Planning

  • 7. Recruitment follows a structured process with clear criteria and approvals.*
  • 8. Every role has a current, well-defined job description and reporting line.*
  • 9. Employee turnover is monitored and the causes are understood.*
  • 10. Exit interviews are conducted, recorded, and acted upon.*
  • 11. Workforce planning anticipates future skills and headcount needs.*

  • Calculations Section 2

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  • Section 3 – Performance & Development

  • 12. Managers hold regular, structured performance check-ins with employees.*
  • 13. Employees receive consistent feedback and coaching to support growth.*
  • 14. A formal learning and development plan exists across the organization.*
  • 15. High and low performers are identified and managed effectively.*
  • 16. Individual goals align directly with overall company objectives.*

  • Calculations Section 3

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  • Section 4 – Talent Performance & Potential

  • 17. High-potential employees are identified through a structured process.*
  • 18. Development plans are in place for high-potential or emerging leaders.*
  • 19. Succession plans are defined for key roles and regularly reviewed.*
  • 20. Underperformance is addressed promptly, fairly, and consistently.*
  • 21. Objective data supports performance and talent decisions.*

  • Calculations Section 4

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  • Section 5 – Culture, Engagement & Organizational Health

  • 22. Employee engagement or satisfaction is measured regularly.*
  • 23. Employees feel safe providing honest feedback to management.*
  • 24. The company’s values and culture are clearly defined and demonstrated daily.*
  • 25. Internal communication is transparent, consistent, and two-way.*
  • 26. Collaboration and teamwork are encouraged across all departments.*
  • 27. The organization adapts effectively to change and new challenges.*
  • 28. Achievements and contributions are recognised and celebrated.*

  • Calculations Section 5

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  • Section 6 – Leadership & Executive Effectiveness

  • 29. Leaders communicate openly, transparently, and act accountably.*
  • 30. There is visible trust and collaboration among senior leaders.*
  • 31. Leadership capability and succession are reviewed regularly.*
  • 32. Leadership behaviours consistently reflect the company’s culture and values.*
  • 33. Retention or long-term incentive plans are in place for senior management.*

  • Calculations Section 6

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  • Section 7 – Talent Stability & Succession Risk

  • 34. Team stability and turnover are monitored and reviewed consistently.*
  • 35. The impact of turnover on business performance is well understood.*
  • 36. Successors are identified or planned for key business roles.*
  • 37. Retention risks for top performers are regularly assessed and managed.*
  • 38. Workforce planning includes future growth and expansion needs.*
  • 39. Demand for the core skills required in our business is being monitored across the sector.*

  • Calculations Section 7

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  • Calculations Total

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  • Should be Empty: