Are you ready to elevate your people practices? Take the first step toward global recognition as a Certified Top Employer! This quick assessment introduces the key HR practices evaluated in our HR Best Practices Survey. By assessing your organisation’s current maturity level, you’ll gain valuable insights to prepare for success.

From there, we’ll guide you through the next steps, supporting you throughout your journey to becoming a Certified Top Employer.

The survey takes approximately 15 minutes to complete.

Pre-assessment survey

Step 1 of 8 – General

About your organisation

Company name*

In how many countries does your organisation operate?*

In which country does the organisation where you're employed operate?*

What is number of employees in your organisation (either Headquarter or your local organisation) excluding contractors?*

What is the total number of employees (headcount) globally?*

What is the main industry your organisation operates in?*

Automotive

Banking

Chemicals

Consumer Goods & Services Construction

Electronics

Energy Engineering

Financial Services

Food & Beverage

Healthcare

Hospitality

Insurance

Manufactoring

Media/advertising

Mining

Pharmaceuticals

Professional Services

Public Sector

Real Estate

Recruitment

Retail

Telecommunications

Transport & Logistics

Utilities

Other

Main industry (other)

Does your organisation have other certifications in the HR domain?

Business Context

Compared with the last five years the revenue growth of your organisation (at local level) is*

Significantly improved

Slightly improved

Stable

Slightly decreased

Significantly decreased

Priorities

Please tell us about the top three HR priorities for your organisation

Rank the top 3 in order of importance

Strategic workforce planning
Leadership development
Organisational design & change
Work environment
Agile HR
Digital HR
Employee experience
Employer branding
Talent acquisition
Performance management
Upskilling workers
Learning transformation
Total rewards
Purpose-driven organisation
Diversity, equity & inclusion

Steer

Business Strategy*

We communicate our organisational strategy in a transparent way (to all employee groups) and provide opportunities to employees to give feedback (e.g. town-hall meetings, small-group sessions, chat with CEO, etc.)

We do it consistently	We do not do it consistently	We do not have it in place

People Strategy*

Our people strategy has been translated into key HR metrics (and related targets).

We do it consistently	We do not do it consistently	We do not have it in place

Leadership*

Our leadership competency model meets current demands and includes emergent knowledge and skills (e.g. sensemaking, digital leadership skills, leading remote teams, new leadership mindsets)

We do it consistently	We do not do it consistently	We do not have it in place

Shape

Organisation & Change*

We actively engage employees in the change process (during the various stages of a change initiative), through compelling and honest messaging, providing opportunities for feedback, and using this input to make changes to the approach, to accommodate employees’ needs and concerns where appropriate

We do it consistently	We do not do it consistently	We do not have it in place

Digital HR*

All employees have access to our HR technology platform that supports the various stages of the employee journey (e.g. learning, performance, career development, benefits) in an integrated and user-friendly way

We do it consistently	We do not do it consistently	We do not have it in place

Environment*

A remote work policy is in place that describes expectations, responsibilities, eligibility, and guidelines related to remote work

We do it consistently	We do not do it consistently	We do not have it in place

Attract

Employer Branding*

Our organisation has formaly defined an employee value proposition (EVP)

We do it consistently	We do not do it consistently	We do not have it in place

Acquisition*

We measure candidate experience in a structured way to evaluate and improve our talent acquisition process (this includes gathering feedback from both accepted and rejected candidates)

We do it consistently	We do not do it consistently	We do not have it in place

On-boarding*

Our on-boarding programme is designed as a journey rather than an event (e.g. multiple on-boarding activities for an extended period of time)

We do it consistently	We do not do it consistently	We do not have it in place

Develop

Performance*

We offer extensive behavioural training to ensure employees understand, practice and become comfortable with their role in the process (training on informal feedback should be part of this)

We do it consistently	We do not do it consistently	We do not have it in place

Career*

Specific support for career development is available to all employees (e.g. career counsellors) to provide advice on next career steps

We do it consistently	We do not do it consistently	We do not have it in place

Learning*

We offer online training programmes to encourage continuous learning in our organisation

We do it consistently	We do not do it consistently	We do not have it in place

Unite

Wellbeing*

We regularly conduct an ’employee wellbeing needs assessment’ (at least on a yearly basis) to identify employee needs, interests, likes and dislikes and adjust our offerings where appropriate

We do it consistently	We do not do it consistently	We do not have it in place

Listening*

We systematically conduct ‘pulse’ surveys (a briefer, and targeted survey; often to a smaller but representative sample of employees and/or addressing issues arising from the main engagement survey)

We do it consistently	We do not do it consistently	We do not have it in place

Rewards & Recognition*

We have defined a total rewards philosophy, which provides a framework for communicating about total rewards* to our employees

We do it consistently	We do not do it consistently	We do not have it in place

Offboarding*

We gather feedback from departing employees about their experiences with the offboarding process throughout the various stages. This feedback is used to make improvements to the process

We do it consistently	We do not do it consistently	We do not have it in place

Engage

Purpose & Values*

Our company values are translated into required behaviours serving as accelerators to ‘live’ the company values; these are made known to all employees and reinforced via our talent offerings (e.g. evaluate behaviours related to company values in the performance review)

We do it consistently	We do not do it consistently	We do not have it in place

Ethics & Integrity*

Confidential reporting channels and adequate follow-up processes (e.g. whistle-blower protection policy) are in place to anonymously report ethical violations, discrimination, bullying, harassment, etc

We do it consistently	We do not do it consistently	We do not have it in place

Diversity, Equity & Inclusion*

We regularly review our HR practices to ensure alignment with our sustainability principles / social & environmental goals

We do it consistently	We do not do it consistently	We do not have it in place

Sustainability*

A DEI strategy is in place, aiming to embed DEI in our culture (by ensuring organisational processes, systems, programmes, and policies are reinforcing DEI in our organisation)

We do it consistently	We do not do it consistently	We do not have it in place

First name*

Last name*

Job title*

Email*

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