Purpose & scope
A free, 5-minute self-diagnostic that helps Singapore SMEs see, in numbers, where their HR maturity and Job Redesign readiness stand — and which WDG(JR+) bundle is most likely to fit their situation.
The diagnostic exists to answer a single question for the respondent: "Given our current state, which WSG-supported intervention should we look at first — and why?" It produces an HR Maturity Score, a JR Readiness Score, banding labels, a recommended bundle from four options, and a flagged gap list.
It is built and operated by Elitez Pte. Ltd., a WSG Pre-Approved Consultant. The web tool is a faithful reproduction of an internal Excel scoring engine (Internal Use_elitez_workforce_diagnostic_branded.xlsx, 23 Mar 2026) used by Elitez consultants prior to client meetings.
A self-rated indicator that produces a defensible, formula-driven first read — designed to route the right cases into the right official process, not to replace any official assessment.
Inputs · 13 dimensions + 2 signal flags
Every respondent rates 13 dimensions on a universal 1–5 scale (1 = Not present · 2 = Weak · 3 = Basic · 4 = Strong · 5 = Advanced) and answers two binary signal questions used as tiebreakers.
Section A — HR Maturity (7 dimensions)
| ID | Dimension | What it asks |
|---|---|---|
| HR1 | Workforce Planning | How systematically the organisation forecasts and plans for future headcount, skills, and talent needs. |
| HR2 | Talent Attraction | How effectively it attracts, assesses, and hires the right people consistently. |
| HR3 | Learning & Development | How well it invests in employee skills and future capabilities. |
| HR4 | KPI & Performance Management | How clearly performance expectations are set, tracked, and acted on. |
| HR5 | Employee Engagement | How engaged, motivated, and committed the workforce is overall. |
| HR6 | HR Technology | What HR systems are in use and how well-adopted they are. |
| HR7 | Leadership & Management Capability | How capable managers are at leading, coaching, and developing teams. |
Section B — Job Redesign Readiness (6 dimensions)
| ID | Dimension | What it asks |
|---|---|---|
| JR1 | Process Efficiency | How streamlined and waste-free core daily workflows are. |
| JR2 | Role Clarity | How clearly job roles, responsibilities, and accountabilities are defined. |
| JR3 | Technology Utilisation | How effectively the team actually uses digital tools day-to-day. |
| JR4 | Employee Productivity | How consistently employees meet targets and deliver expected outputs. |
| JR5 | Workflow Bottlenecks Severity-inverted | The current severity of friction, delays, and handoff failures. Higher raw score = worse; the score formula reverses this so all dimensions read directionally. |
| JR6 | Management Support for Change | How committed and supportive leadership is around workforce improvement. |
Section C — Signal flags (Yes / No)
- SIG1 — Repetitive manual tasks present? Surfaces a clear JR trigger that the Likert scale alone may miss.
- SIG2 — Automation potential identified? Indicates respondent already sees automation/AI opportunity in current workflows.
Composite scoring formulas
Two scores are produced: HR Maturity (mean of HR1–HR7) and JR Readiness (mean of the 6 JR dimensions, with JR5 inverted via (6 − JR5)).
HR Maturity Score
JR Readiness Score
Scoring sheet of the source workbook uses identical logic — column E: =AVERAGE(I:O) for HR_Score; column G: =AVERAGE(P:S, 6−T, U) for JR_Score. The web implementation matches this exactly (see diagnostic.html lines 887–895).
Banding rules
Composite scores are translated into named bands. The JR side adds a tiebreaker: a borderline 3.0–3.5 case is escalated to High Priority when both signal flags fire — capturing JR-suitable opportunities that the score alone might miss.
HR Maturity Level
HR_Score < 2.5Basic2.5 ≤ HR_Score < 4.0DevelopingHR_Score ≥ 4.0ProgressiveJR Readiness Priority
JR_Score < 3.0High3.0 ≤ JR < 3.5 & both signalsHigh3.0 ≤ JR < 4.0 (else)ModerateJR_Score ≥ 4.0LowThe original Excel rule fired too aggressively (any single Yes signal escalated the case). The web tool refines this to require both signals AND a borderline JR score (3.0–3.5) — eliminating false High-Priority calls for otherwise-healthy companies while still surfacing edge cases worth a JR conversation.
Bundle recommendation · decision tree
Top-down evaluation. First match wins. Components map to WSG's published WDG(JR+) component structure — C1 Workforce Consultancy, C2 Capability Building, C3 Workforce Tech Solutions.
HR_Score < 3.0 AND JR_Score < 3.0 · structural gaps across both axes
JR_Priority = "High Priority" · JR friction or automation signals dominate
HR_Score < 3.0 · operations workable, people-systems weak
Gap detection (dimension-level)
Beyond the composite scores, every individual dimension below baseline is surfaced as a "prioritise this area" tag in the report:
- HRi < 3 for HR1–HR7 — HR practice rated below baseline.
- JRi < 3 for JR1–JR4 and JR6 — operational dimension below baseline.
- JR5 > 3 — severity-inverted: high score means severe bottlenecks, so the threshold reverses.
Methodological alignment with HCDT & JRET
The 7 HR dimensions are methodologically aligned with the IHRP Human Capital Diagnostic Tool (HCDT) people-practice domains. The 6 JR dimensions mirror WSG's Job Redesign Evaluation Toolkit (JRET, Feb 2026) focus areas.
Alignment basis is publicly-available framework material (Singapore government public references, JRET User Guide & FAQs, Feb 2026). Each diagnostic question text and 1–5 anchor was authored by Elitez to match the respective domain's intent, not to copy any licensed text.
A full row-by-row mapping document — every question, every HCDT and JRET cross-reference, with explicit alignment status (Mirrored · Derived · Elitez-original) — is published as a separate one-pager:
Honest scope & limits
A self-assessment indicator, not a licensed instrument. We say so on the diagnostic itself. The same disclaimer applies here.
- Not a licensed HCDT report. The IHRP HCDT is a government-validated, consultant-facilitated process. This tool does not produce, simulate, or substitute that report.
- Not a JRET facilitation. JRET is a structured, multi-session redesign methodology run with WSG-recognised consultants on the client's actual workflows.
- Not a benchmark. Scores are self-rated. Without consultant adjustment they reflect the respondent's own view, not a calibrated industry comparison.
- A first-read indicator. Produces a defensible, formula-driven view of where to start.
- A funnel. Routes respondents to the appropriate official process via an Elitez consultant.
- A consistency tool. Same questions, same scoring, same logic for every prospect — replacing ad-hoc consultant intuition with a documented baseline.
For partners & co-brand placements
The tool is designed to work upstream of official IHRP / WSG processes — qualifying SME interest before it reaches a certified consultant. A co-brand placement makes the existing alignment explicit instead of merely attributive.
What a co-brand changes
- Signals quality — visitors see the framework provenance up-front rather than discovering it in the disclaimer.
- Funnels qualified inbound — every report's CTA explicitly directs respondents to book the official HCDT/JRET process via an Elitez consultant.
- De-risks positioning — the existing on-page disclaimer already names IHRP, HCDT, and JRET; a co-brand replaces ambiguous attribution with a clear endorsement scope.
- Auditable — every formula is in a single, plain-JavaScript HTML file. Reviewers can read the source directly.
What a co-brand does NOT do
- Does not license HCDT methodology to Elitez.
- Does not allow rebranding of the official HCDT report or JRET facilitation.
- Does not transfer consulting authority — final assessments remain with WSG-recognised consultants.
Co-branding turns this tool into a qualified-lead generator for IHRP-certified consultants and WSG-supported interventions — at zero cost to the partner, and with full visibility into the methodology, source, and disclaimer language.
Audit & source transparency
Everything described on this page is implemented in a single self-contained HTML file (no server-side logic, no opaque ML model, no hidden weights). Anyone can read the source.
- Live tool: /jrplus/diagnostic.html — open the file, search for calculateResults() (line ≈ 883).
- Question bank & anchors: the QUESTIONS array (lines ≈ 563–722) — full question text, 1–5 labels, and per-anchor descriptions for every dimension.
- Excel parent: Internal Use_elitez_workforce_diagnostic_branded.xlsx, 23 Mar 2026 — internal Elitez consulting workbook the web tool reproduces.
- Disclaimer copy (live tool, line 517): "This self-assessment is based on Elitez's internal workforce diagnostic framework, aligned with the IHRP Human Capital Diagnostic Tool (HCDT) and WSG's Job Redesign Evaluation Tool (JRET). Scores reflect your self-reported view — a consultant-adjusted assessment may refine these findings. For a government-validated HCDT report or JRET facilitation, contact an Elitez consultant to initiate the official process on your behalf."
If anything in the methodology needs amendment to satisfy a partner-review process, the change is a single-file edit, deployable to the live URL on the same day.
Reviewing this for a co-brand or partnership conversation?
Book a 30-minute walkthrough with the team behind the tool. We will run a live diagnostic, show every formula in source, and answer scope questions on the record.