Find out why a workforce problem is happening, not only that it is.
An integrated HR audit, diagnosis and analytics workbench. Every question tells you where the evidence lives and how to work it out, so findings rest on records and interviews rather than guesses.
Unplanned absenteeism rate Analytics
Example entry shown for illustration.
Three questions, one engagement
Most HR reviews stop at a satisfaction survey. The toolkit works through three layers for every topic, then ties them to business impact.
Audit
Are HR policies, processes, controls and practices working as intended?
Diagnosis
Why is the problem occurring, what does it cost the business, and which intervention is likely to help?
Analytics
What do workforce data and trends show about the problem and its likely consequences?
Every input comes with a method
Each of the 74 questions has a “How to arrive at this” panel, so a first-time user can fill it in properly:
- What it means, in plain language
- Why it matters to the business
- Where to get the data: system, record or document
- How to calculate it, with a worked example
- A step-by-step method
- The type of evidence required
- Common errors to avoid
- Benchmark guidance, flagged as your own assumption
Percentage questions can calculate themselves from a numerator and denominator.
Ten modules, 74 questions
Use all ten for a full diagnostic, or start with the three that matter most to the business.
Staffing, productivity, overtime, absence, workload distribution.
Competency, 360 feedback, decision quality, team results.
Engagement, voluntary and regretted attrition, stay interviews.
Psychological safety, trust, speak-up climate, accountability.
Competency gaps, skills inventory, learning transfer, mobility.
Goal clarity, rating consistency, feedback, incentive alignment.
Confidence, capability, stakeholder alignment, adoption barriers.
Workload, role clarity, recovery, psychosocial risk, at group level.
Ready successors, time to fill, single-person dependencies.
Control failures, policy exceptions, case resolution, pay equity.
Reports a board can read
Nothing is generated until the client, the business problem and at least one evidenced item are in place.
A PDF for each module
Inputs with evidence source and confidence, maturity score, root-cause hypotheses, impact with assumptions, interventions, baseline and targets.
Blank worksheets
The full guidance and answer lines for every module, to use offline with a client.
Integrated board report
Overall maturity, heat map, strengths and vulnerabilities, financial consequences, ranked priorities and a 30/60/90-day roadmap.
The executive view and roadmap are built only from what you enter. The toolkit shows how priorities are ranked, and you can change the weights.
Scores that show how much evidence stands behind them
Evidence confidence is reported separately from the maturity score, so a lack of data is never mistaken for poor performance. Questions without evidence are marked “Insufficient evidence” and left out of averages, not scored as zero.
Scoring thresholds, question weights, module weights, level names and the weakness cut-off are all editable in Settings, and you can add your own questions. Reports update to match.
Built for confidential HR data
The toolkit runs entirely in your browser. There is no server, tracking or account, and nothing leaves your device. Export a JSON backup to move work between devices.
Guardrails are part of the design: individual psychological assessments stay confidential, personality and wellbeing scores are never a standalone basis for employment decisions, and hypotheses are labelled as hypotheses.
Try it here
This is the live toolkit. Start on the Engagement screen, then open a module.
Entries are saved in this browser only. Use Reports, then Export JSON, to keep a backup.
Start a diagnostic for your organisation
Bring one business problem, such as rising attrition, missed targets or weak leadership delivery. We will scope the modules that matter and work from your records.