MHKBI — People & Culture Readiness Dashboard

HR Stakeholders Assessed

6 / 7

1 outstanding — reminder sent

Org-Wide Average Score

16 / 24

+3 vs. baseline (Q2)

Sub-Functions Structured+

50%

3 of 6 sub-functions

Sub-Functions Flagged

Performance Management — review priority

Org-Wide Average Score Over Time

Tracked against baseline · re-assessment cadence: quarterly

Stakeholder Perception Spread

6 HR stakeholders, by how they scored org-wide readiness overall

Foundational

0 people

Emerging

2 people

Structured

3 people

Advanced

1 person

Org-Wide Score by HR Sub-Function

Average across all respondents, out of 4

Talent Acquisition2.8 / 4

Total Rewards2.3 / 4

Learning & Development2.5 / 4

Performance Management1.6 / 4

People Operations & HR Systems3.1 / 4

Employee Relations & Culture2.6 / 4

Where the org-wide opportunity is Performance Management is the clear laggard — most managers run annual reviews with little ongoing feedback or documented growth plans. This is the natural focus for a manager-enablement initiative before investing in a new performance platform.

Stakeholder Perspectives

Individual scores from each HR leadership respondent

Respondent	Score	Band
CHRO / VP People	19	Advanced
People Ops Manager	18	Structured
VP Talent Acquisition	17	Structured
Director, Total Rewards	15	Structured
L&D Manager	13	Emerging
Employee Relations Lead	12	Emerging

Pattern Stakeholders closer to the day-to-day employee experience (L&D, Employee Relations) rate the organization meaningfully lower than executive-level HR leadership — worth surfacing before the next planning cycle.

Sub-Function Detail & Recommended Focus

Every HR sub-function, with the same recommendation logic used in the live diagnostic

Sub-Function	Score	Band	Recommended Focus
People Operations & HR Systems	3.1 / 4	Structured	Maintain current systems; extend reporting to support deeper analytics.
Talent Acquisition	2.8 / 4	Structured	Standardize the interview process to reduce hiring inconsistency.
Employee Relations & Culture	2.6 / 4	Structured	Close the loop on survey findings to build trust before the next round.
Learning & Development	2.5 / 4	Emerging	Build one clear career path for the highest-turnover role first.
Total Rewards	2.3 / 4	Emerging	Prioritize a pay equity review before the next hiring cycle.
Performance Management	1.6 / 4	Foundational	Train managers on consistent feedback before investing in new tools.