- Are you taking proactive steps to adjust to the changing business environment and needs? Are your resources sufficient to assist the business for expanding, diversifying and entering into a fast growth phase?
- Do you have the right insight at the right time in driving smart decisions about your workforce strategy, programs and investments? Do you translate the collected data into insights and actions that help you shape up a high-performance culture and improve your returns on talent investment?
- Are your systems and processes more business-driven and relevant to business goals? Have you taken advantage of cost synergies after a merger?
- Are the jobs in your organization measured with common yardstick or they ranked and differentiated as per importance across functions and businesses?
- Have you aligned your strategy with the business operational targets?
- Does your annual operating plan cascade down to the front-liner who does the job?
- Can your organization deliver better performance?
- Are you being able to discriminate between ‘high performers’ and ‘low performers’ as well as ‘high potential’ and ‘low potential’ people in your organization?
- Are you developing and promoting the right people? Can you bet who can be a successful future CEO of your organization?
- What rewards are appropriate for each position and level?
- Are good performers rewarded and bad performers punished in an unbiased manner?
- Is the culture of your organization performance driven?
- What skills and competencies do the jobs require?
- Are your people well equipped and doing the job as per their capability?
- How good are they and where do they stand when compared with people at the best performing companies?
- Do your people have the required mindset and attitude?
- Is your training an expense or an investment?
- Does your training address the business needs and challenges?
- Are you able to measure the impact of the training in your organization’s performance?
- Are you training people only on need basis or envisioning the future?
- Do you have a transparent system for enhancing performance management via structured process and timelines?
- Does your organization assess job-related attitudes, behaviors, skills or competencies, traits and personality dimensions of people that ‘make up’ their respective personas and gives them feedback on their capability to handle current as well as higher level jobs ?
- Are these measured using scientific tools and in an unbiased manner?
- Do you get data from multiple sources about a person before promoting or recruiting in your organization?
- Is your data unbiased and accurate?
- Are you able to recruit the right talent?
- Do the people who join your organization, stay and perform?
- Are your people contributing optimally to your organization’s strategic goals?