Side-by-side mapping of every question in the live self-diagnostic to the IHRP Human Capital Diagnostic Tool (HCDT) people-practice domains and the WSG Job Redesign Evaluation Toolkit (JRET, Feb 2026). Alignment basis is publicly-available framework material — this is a self-diagnostic indicator, not a licensed instrument.
| ID | Diagnostic dimension (question text shown to user) | IHRP HCDT domain (public framework reference) | WSG JRET focus (secondary cross-link) | Alignment |
|---|---|---|---|---|
| HR1 | Workforce Planning "How systematically does your organisation forecast and plan for future headcount, skills, and talent needs?" | Strategic Workforce Planning & Talent Acquisition HCDT pillar covering demand forecasting, skills planning, and structured pipeline management. | Future workforce design Connects redesign needs to forward-looking talent supply. | Mirrored |
| HR2 | Talent Attraction "How effective is your ability to attract, assess, and hire the right people consistently?" | Talent Acquisition Employer brand, structured hiring funnel, candidate experience, time-to-fill. | Hard-to-fill role redesign JRET addresses chronic vacancy roles via job redesign. | Mirrored |
| HR3 | Learning & Development "How well does your organisation invest in developing employee skills and future capabilities?" | Learning & Capability Development L&D linked to career pathways, role requirements, business priorities; SkillsFuture alignment. | Capability building post-redesign Sustains JR outcomes long-term. | Mirrored |
| HR4 | KPI & Performance Management "How clearly are performance expectations set, tracked, and used to drive meaningful outcomes?" | Performance Management Goal cascading, calibration, regular feedback cycles, manager accountability. | Outcome-based role design JRET emphasises measurable role outcomes over task lists. | Mirrored |
| HR5 | Employee Engagement "How engaged, motivated, and committed is your workforce overall?" | Engagement & Retention Survey cadence, action ownership, recognition, voluntary turnover signals. | Improved employee experience A core JRET outcome metric. | Mirrored |
| HR6 | HR Technology "What HR systems and tools are currently in use and how well are they adopted across the organisation?" | HR Operations & Digital HR HRIS / ATS adoption, integration depth, analytics maturity, automation of admin. | Tech enablement of HR Pre-condition for many JR interventions. | Mirrored |
| HR7 | Leadership & Management Capability "How capable are your managers at leading, coaching, and developing the best from their teams?" | Leadership & People Management Coaching, accountability conversations, team-level KPIs, change leadership. | Management Support for Change Cross-references with JR6 in our diagnostic. | Mirrored |
| ID | Diagnostic dimension (question text shown to user) | IHRP HCDT cross-reference (if any) | WSG JRET focus area (primary alignment) | Alignment |
|---|---|---|---|---|
| JR1 | Process Efficiency "How streamlined and free of waste are your core daily workflows?" | HR Operations Where HR processes are part of the workflow being assessed. | Process redesign / lean workflow JRET Step 2 — analyse current state, identify rework & handoff loss. | Mirrored |
| JR2 | Role Clarity "How clearly are job roles, responsibilities, boundaries, and accountabilities defined?" | Performance Management Role definitions feed into KPI cascading. | Job content & role design JRET Step 3 — restructure roles around outcomes, eliminate overlap. | Mirrored |
| JR3 | Technology Utilisation "How effectively does your team actually use technology and digital tools day-to-day?" | Digital HR Adoption-side cross-link (HCDT addresses it from the HR-systems side). | Technology adoption & automation JRET Step 4 — assess automation / AI opportunities in current workflow. | Mirrored |
| JR4 | Employee Productivity "How consistently do employees meet their targets and deliver expected outputs on time?" | Performance Management Output-side mirror of HR4. | Output / throughput KPIs JRET success criterion — productivity uplift vs. baseline. | Mirrored |
| JR5 | Workflow Bottlenecks Severity-inverted "Rate the current severity of friction, delays, and handoff failures in your daily operations." | — (no direct HCDT mirror) HCDT focuses on people-practice maturity, not operational waste detection. | Friction / waste detection JRET Step 1 — surface the symptoms that justify redesign. Inverted scoring (high raw = bad) keeps the JR composite directional. | Derived |
| JR6 | Management Support for Change "How committed and supportive is your leadership when it comes to workforce improvement initiatives?" | Leadership & People Management Cross-references HR7 — sustained change capacity. | Change-readiness & sponsorship JRET pre-condition — without C-suite ownership, redesign efforts fail. | Mirrored |
| ID | Signal (Yes / No) | Why it exists | Where it acts in scoring | Alignment |
|---|---|---|---|---|
| SIG1 | Repetitive manual tasks present? Surfaces a clear Job Redesign trigger that the 1–5 Likert scale alone may miss. | Lead-qualification signal A "Yes" here is a strong predictor of a JR-suitable opportunity even when scores look healthy. | JR Priority tiebreaker Combined with SIG2, escalates the borderline 3.0–3.5 band to High Priority. | Elitez-original |
| SIG2 | Automation potential identified? Captures whether the respondent already sees automation/AI opportunity in current workflows. | WDG(JR+) Component 3 trigger Maps directly to WSG's "Workforce Tech Solutions" (C3) eligibility. | JR Priority tiebreaker (with SIG1) Same borderline-band escalation rule. | Elitez-original |
This diagnostic is a self-assessment indicator, not a licensed HCDT instrument. The question text, anchors, and 1–5 maturity scale are written by Elitez and methodologically aligned with the publicly-referenced IHRP HCDT pillars and WSG JRET (Feb 2026) framework. Final consultant-validated diagnosis still flows through the official IHRP HCDT process, facilitated by an Elitez consultant on the client's behalf. A co-brand placement therefore funnels qualified leads into the official tool — it does not replace or rebrand it.