FREE HR Audit
How effective are your people systems?
A simple self-assessment to understand how your people systems stack up
If you’ve ever wondered whether your people systems are keeping pace with your business, our free HR Audit, the People Inc Scorecard, gives you the answer.
In ten minutes, the Scorecard gives you a clear overview of your HR foundations and highlights the areas that will give you the biggest return if improved.
At the end of the Scorecard, you’ll receive a personalised report that outlines your next steps, and you can book a free fifteen-minute review if you want to dig deeper.
Start your free HR audit → Take the Scorecard
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How strong are your people systems?
Every business hits challenges. The People Inc Scorecard helps you see them clearly before they slow you down.
Use it to discover what’s working well and where small changes could make a big difference.
When you’re done, you’ll get a personalised report and the option to chat with a consultant about next steps.
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What’s the name of your organisation?
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1. How much time do you spend fire-fighting HR issues?
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Regularly in fire-fighting mode
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Add RecommendationAdd TagsView All Assigned TagsOccasionally need to fire-fight
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Add RecommendationAdd TagsView All Assigned TagsRarely need to fire-fight
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2. Do you have an HR roadmap that supports your business future/growth plans?
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Yes, we have a clear plan and timeline
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Add RecommendationAdd TagsView All Assigned TagsWe have a general idea, but it’s not structured
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Add RecommendationAdd TagsView All Assigned TagsNo, we haven’t developed a plan yet
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3. Do you need more structured support to manage your HR needs?
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Yes
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Add RecommendationAdd TagsView All Assigned TagsNo
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Add RecommendationAdd TagsView All Assigned TagsUnsure
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4. Do you have an HR emergency right now that you need help with?
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Yes
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Add RecommendationAdd TagsView All Assigned TagsNo
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5. If yes, please briefly describe the situation.
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6. Do staff get recognised for going above and beyond?
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Yes, consistently
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Add RecommendationAdd TagsView All Assigned TagsSometimes
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Add RecommendationAdd TagsView All Assigned TagsNo
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7. Do you monitor staff engagement or satisfaction on a regular basis?
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Yes, regularly and systematically
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Add RecommendationAdd TagsView All Assigned TagsOccasionally or informally
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Add RecommendationAdd TagsView All Assigned TagsNo, we don’t currently do this
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Yes, wherever possible
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Add RecommendationAdd TagsView All Assigned TagsSometimes/when convenient
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Add RecommendationAdd TagsView All Assigned TagsRarely/never
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9. Do you have a system in place for reviewing remuneration?
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Yes, reviewed regularly and consistently
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Add RecommendationAdd TagsView All Assigned TagsOccasionally or informally
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Add RecommendationAdd TagsView All Assigned TagsNo
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10. Do you currently benchmark employee remuneration against the wider market to retain talent?
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Yes, regularly and across all key roles
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Add RecommendationAdd TagsView All Assigned TagsOccasionally or for some roles
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Add RecommendationAdd TagsView All Assigned TagsNo
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11. Are you confident your current pay and reward structures are competitive?
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Yes
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Add RecommendationAdd TagsView All Assigned TagsNo
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Add RecommendationAdd TagsView All Assigned TagsUnsure
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12. How are performance issues dealt with in your team?
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We deal with them quickly and effectively when they arise
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Add RecommendationAdd TagsView All Assigned TagsWe try to address them, but it’s not always consistent
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Add RecommendationAdd TagsView All Assigned TagsWe tend to avoid or delay dealing with them
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13. When did you most recently review employee performance against goals set?
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Within the last 12 weeks
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Add RecommendationAdd TagsView All Assigned TagsWithin the last 12 months
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Add RecommendationAdd TagsView All Assigned TagsMore than 12 months ago or unsure
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14. Do you have clear position descriptions in place for each role?
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Yes, for all roles
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Add RecommendationAdd TagsView All Assigned TagsFor some roles
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Add RecommendationAdd TagsView All Assigned TagsNo
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15. Do you have a process for setting and tracking performance goals for staff?
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Yes
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Add RecommendationAdd TagsView All Assigned TagsNo
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Add RecommendationAdd TagsView All Assigned TagsUnsure
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16. Do you have retention plans in place for critical roles?
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Yes, formal and reviewed regularly
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Add RecommendationAdd TagsView All Assigned TagsInformal or ad hoc
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Add RecommendationAdd TagsView All Assigned TagsNo
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17. How would you describe your staff retention in the last 12–24 months?
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Really good
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Add RecommendationAdd TagsView All Assigned TagsGood
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Add RecommendationAdd TagsView All Assigned TagsPoor or concerning
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18. Would your business continue to run smoothly if a key employee left suddenly?
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Yes
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Add RecommendationAdd TagsView All Assigned TagsUnsure
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Add RecommendationAdd TagsView All Assigned TagsNo
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19. What’s the biggest challenge you face in retaining your best people?
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20. Do you have a formal training and development plan in place for each employee?
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Yes, for all employees
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Add RecommendationAdd TagsView All Assigned TagsFor some employees
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Add RecommendationAdd TagsView All Assigned TagsNo
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21. Do you identify the skills your employees need to improve or learn?
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Yes, we have a clear system in place
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Add RecommendationAdd TagsView All Assigned TagsWe do this occasionally or informally
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Add RecommendationAdd TagsView All Assigned TagsWe don’t currently do this
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22. Do you need support to provide training for managers within your organisation?
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Yes
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Add RecommendationAdd TagsView All Assigned TagsNo
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23. Do you have a central system in place to store and access key HR information such as contracts, performance records, and employee details?
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Yes, we use an HRIS or similar system
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Add RecommendationAdd TagsView All Assigned TagsPartly — some information is digital, some is manual
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Add RecommendationAdd TagsView All Assigned TagsNo — records are stored manually or inconsistently
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25. Are you currently using AI or automated tools in your HR processes (e.g. onboarding, recruitment, or analytics)?
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Yes
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Add RecommendationAdd TagsView All Assigned TagsNo
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Add RecommendationAdd TagsView All Assigned TagsUnsure
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26. Do you have a structured workforce plan that identifies which roles are needed, when, and why?
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Yes, reviewed regularly and aligned with business goals
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Add RecommendationAdd TagsView All Assigned TagsPartly — we plan informally or for some areas
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Add RecommendationAdd TagsView All Assigned TagsNo — we recruit only when gaps appear
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27. Before starting recruitment, do you review and update each position description and person specification to ensure they’re current?
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Always
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Add RecommendationAdd TagsView All Assigned TagsSometimes
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Add RecommendationAdd TagsView All Assigned TagsRarely or never
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28. Do you have a consistent and efficient process for screening and short-listing candidates using clear, objective criteria?
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Yes, consistent and documented
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Add RecommendationAdd TagsView All Assigned TagsSomewhat — varies by role or manager
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Add RecommendationAdd TagsView All Assigned TagsNo formal process
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29. Is your interview and selection process standardised, legally compliant, and applied consistently across departments?
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Yes
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Add RecommendationAdd TagsView All Assigned TagsSomewhat
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Add RecommendationAdd TagsView All Assigned TagsNo
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30. Are pre-employment checks (references, ACC, drug & alcohol, etc.) completed and documented for every new hire?
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Always
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Add RecommendationAdd TagsView All Assigned TagsUsually
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Add RecommendationAdd TagsView All Assigned TagsRarely
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31. Do you maintain and protect your employer brand throughout recruitment (e.g., updating all applicants once roles are filled, communicating outcomes respectfully)?
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Yes, consistently
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Add RecommendationAdd TagsView All Assigned TagsSometimes
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32. What’s the biggest challenge you face in recruiting the right people?
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33. Are any of your employees on work visas?
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Yes
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Add RecommendationAdd TagsView All Assigned TagsNo
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34. Do you complete and retain compliant right-to-work checks for all employees, including NZ citizens, residents, and visa holders?
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Yes, for all employees
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Add RecommendationAdd TagsView All Assigned TagsFor most employees
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Add RecommendationAdd TagsView All Assigned TagsNo/Unsure
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35. Do you provide structured onboarding, pastoral care, and settlement support to migrant workers, as required by Immigration NZ?
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Yes, we have clear systems and records
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Add RecommendationAdd TagsView All Assigned TagsSomewhat — we do this informally
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Add RecommendationAdd TagsView All Assigned TagsNo formal process in place
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36. Do you have a system in place to track and proactively manage visa expiry dates and renewals?
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Yes, we track and manage renewals before expiry
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Add RecommendationAdd TagsView All Assigned TagsPartly — tracked manually or inconsistently
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Add RecommendationAdd TagsView All Assigned TagsNo, we don’t track this proactively
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37. Do you have a migrant-specific employment agreement, policy, and procedure manual?
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Yes, compliant and up to date
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Add RecommendationAdd TagsView All Assigned TagsSome documents in place, but not consistent
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Add RecommendationAdd TagsView All Assigned TagsNo
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38. Do you notify Immigration NZ promptly if there are material changes to your business (e.g., restructuring, ownership change) that could impact your accreditation status or migrant employment?
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Always
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Add RecommendationAdd TagsView All Assigned TagsSometimes
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Add RecommendationAdd TagsView All Assigned TagsRarely/Never/Unsure
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24. When was the last time your HR documentation (policies, employment agreements, and procedures) was reviewed or updated?
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Within the last 12 months
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Add RecommendationAdd TagsView All Assigned TagsMore than 12 months ago
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Is there any other information regarding your HR, recruitment, or immigration needs that we should be aware of?
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The workforce support I am looking for is…
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One-time help
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Add RecommendationAdd TagsView All Assigned TagsOngoing partnership
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Add RecommendationAdd TagsView All Assigned TagsNot sure yet
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Even small gaps in HR, recruitment, or compliance can snowball fast. That's why we'd like to offer a free 15-minute chat to walk through your results and help you prioritise your next best step. No Commitments.
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Why an HR audit matters
When you’re busy keeping the wheels turning, it is easy to lose sight of what is happening behind the scenes. Issues like outdated agreements, inconsistent processes, or missing documentation do not always surface until they create stress for you, your team, or the business.
The Scorecard helps you pause and take stock.
It shines a light on the things you can’t always see, including:
- HR compliance
- People management
- Recruitment foundations
- Immigration readiness if you employ migrant workers
- Policies that haven’t been reviewed
- Missing or outdated documentation
- Unclear performance expectations
The Scorecard helps you get visibility so you can make decisions with confidence.
What you’ll get
Your Scorecard results include a personalised HR audit report with:
- Your People Health Score: a simple snapshot of where your business sits today
- Clear insights: what’s strong, what needs strengthening
- Practical recommendations: small steps that will make a real difference
- A PDF report: you can save or share with your team
And you won’t be left to figure it out alone.
One of our consultants will talk through your results with you. We’ll explain what they mean, answer questions, and make sure you feel supported.
What happens next?
1. A realistic plan you can act on
We’ll help you understand where to start so progress feels achievable, not intimidating.
2. Support that fits your business
If you want help putting improvements in place, we’ll outline options that suit your size, pace, and risk level.
3. Stronger HR foundations, step by step
Once the urgent pieces are sorted, you can focus on building a workplace people want to stay in. We can help you strengthen your people strategy, steady your team, and reduce the noise in your day-to-day.
You stay in control. We stand beside you.
If you’ve been thinking something’s not right…
…you’re probably right.
The Scorecard helps you see what your gut already suspects, and gives you a clear way forward.
You don’t have to figure this out alone.
Tailor-made HR consulting
Our HR Partner Plans provide you with personalised HR services.
Find out how we can help you: simply send us your details, and you’ll hear from one of our friendly HR advisors within 1 to 2 business days.
