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How well are you really managing your HR systems?
It is a question that many HR leaders avoid until something breaks — and by then, it is usually too late. The truth is that even the most advanced platforms can become a drain if they are not managed, optimised, and aligned with your strategy. That is exactly why we created the HR Tech Operations Diagnostic: a free, 10-question assessment that reveals where you stand and where you can improve.
This is not a test of capability — it is a health check. The diagnostic is designed to highlight hidden gaps, show you where your systems could run smoother, and help you make better decisions about where to focus your time and resources.
Let’s dive into what these questions are really asking — and why they matter.
- Ownership of HR Systems
Who actually owns your HR systems day-to-day? Whether it is your HR team, IT, a mix, or nobody clearly in charge — ownership tells us a lot about accountability and potential bottlenecks. If no one is truly responsible, issues get stuck, and opportunities are missed. - Optimisation and Improvements
Do you have a dedicated owner driving enhancements, or do changes only happen when something breaks? Without structured optimisation, systems stagnate, and your team loses out on features and efficiencies. - Confidence in Usage
Being “somewhat confident” often means untapped value. Many teams only scratch the surface of what their HR tech can do, missing automation, insights, and advanced capabilities that could save hours and improve experience. - Review Cycle
How often do you step back and assess? A structured review cycle ensures you are not just maintaining but actively improving. Skipping reviews is like never servicing your car — it runs fine, until it doesn’t. - User Support
When issues arise, what is the process? A clear, consistent support pathway is critical. Without it, small frustrations pile up, adoption drops, and HR spends more time firefighting than enabling. - Enhancements Timeline
When was the last improvement? If it has been over six months, your system might already be behind. Regular enhancements ensure platforms evolve with the business, not lag behind it. - Data and Reporting
Trust in data is non-negotiable. Reliable reporting builds credibility with leadership and empowers HR to make decisions. Unreliable data does the opposite — it erodes confidence and sidelines HR in strategy. - Knowledge Risk
What happens if your systems owner walks out the door? If your answer is “existential crisis,” you have a knowledge risk that needs urgent attention. Documentation and shared ownership safeguard continuity. - Strategy or Roadmap
A documented HR tech strategy keeps decisions aligned with long-term goals. Without one, you risk spending time and budget on reactive fixes rather than scalable improvements. - Decision Drivers
Are you making decisions based on strategy, pain points, or leadership requests? Understanding what drives your HR tech choices reveals whether you are being proactive or reactive — and what needs to change.
Why This Matters
Each question shines a light on a critical area of HR tech operations. Together, they provide a snapshot of how effectively your systems are managed today and where hidden risks or missed opportunities might lie.
The best part? The diagnostic is free, quick, and obligation-free. Just 10 questions, 5 minutes of your time, and you get a score that benchmarks your current state.
If you are curious about how your HR systems stack up, now is the perfect moment to find out.
