HR PROCESS, GOVERNANCE & BUSINESS LINK
The agreed process steps, the defined roles and responsibilities of those steps and the degree of control over the steps and the desired results of the steps. Also monitoring of link with organization objectives.

HR COMPETENCE TO EXECUTE
The knowledge, skills and behavior to perform those tasks that are part of the process, at the desired performance level.

HR DATA & SYSTEMS
The quality, availability of (input and output) and up-to-datedness of data of process steps, and the systems required to generate, and maintain. All this in order to support decision-making in the organization or for historical reasons.

GOALS & PRIORITIES
"Goals: The expected performance level
Priorities: The mutual priorities between the process steps and their goals. "

PRIMARY HR PROCESSES
All HR processes that are directly related to the actual employee lifecycle in an organization; the provision of the right staff at the right time and of the right and quality.

SECONDARY HR PROCESSES
All supporting and condition-creating tasks performed by HR, which do not directly belong to the employee-life cycle of an organization, but are regarded as important requirements to carry out or develop other business-critical processes.


THE ASSESSMENT

Not present
None of the description is present or applicable in your organization (to your best knowledge)

PARTIALLY present
Minority of the description is present or applies to your organization (to best of your knowledge), or considered by you to be weakly represented.
You see great room for improvement.

LARGELY present
Majority of the description is present or applicable in your organization (to your best knowledge), or you are considered strongly represented.
You see some room for improvement.

COMPLETELY present
"The description is entirely present or applicable in your organization (to your best knowledge).
You do not see any real room for improvement.

HR EXCELLENCE REFLECTOR DEFINITIONS

ORGANIZATIONAL LEARNING & CHANGE MANAGEMENT