Understand the people agenda.
Establish the current position across relevant HR pillars and people practices. Identify strengths, gaps and dependencies against the business strategy.
Vibe HR
Connect your people plan to business performance.
See how your HR and People function supports the business and where investment could make a difference. Vibe HR combines workshops or online assessment with specialist analysis and a practical roadmap for change.
A COMPLETE VIEW
Four strategic areas. One joined-up people plan.
A people strategy succeeds when it connects with the organisation’s priorities. Vibe HR gives leaders a shared way to examine that connection, challenge assumptions and agree what matters most.
The assessment framework covers four broad strategic areas—Strategy, Delivery, Experience and Excellence—with 22 pillars and 145 elements. Start with an established template or tailor the assessment around the questions your organisation needs to answer.
- Strategy: HR/People strategy, culture and communications, ED&I and organisation design.
- Delivery: advisory, payroll, pensions, expat support, third-party suppliers and recruitment administration.
- Experience: resourcing, learning and training, development, employee experience, performance, reward and benefits, talent and succession.
- Excellence: HR information systems, governance, the operating model and relationships.
ASSESSMENT & DIAGNOSIS
Bring the right people into the conversation.
Bring the right stakeholders together through a facilitated workshop or online assessment. Vibe specialists interpret the responses with you and identify the areas that need attention.
A red, amber and green heat map makes strengths, gaps and differences easier to discuss.
FROM DATA TO DECISIONS
A clear diagnosis. A practical route forward.
Receive the assessment findings, relevant benchmarks and recommendations for the areas reviewed. A prioritised roadmap gives HR and the executive team a shared basis for investment and delivery decisions.
- Agreed client priorities and a breakdown by pillar and element.
- RAG heat map, supporting statistics and relevant industry or sector comparisons.
- Actions, recommendations and an indicative roadmap for change.
- A basis for a repeatable people scorecard and future review.
RELEVANT EXPERIENCE
A related people-strategy project.
Our Côte reward-and-benefits review shows how people evidence can inform a focused investment and policy decision.
Read the Côte case studyOUTCOMES & RETURN ON INVESTMENT
Agree the impact. Track the change.
Turn the people diagnostic into a prioritised plan, then review the delivery and value of the changes you make.
Prioritise the work.
Agree which improvements matter most, who owns them and the milestones for delivery. Align the plan with available time, capability and investment.
Review delivery and value.
Reassess the selected elements and review implementation against agreed people and business measures. Adapt the plan as priorities and evidence change.
How we assess progress and value
| The outcome | How to assess progress |
|---|---|
| Sharper priorities | Track completion of the agreed roadmap and movement in the priority pillars and elements. |
| More effective resources | Compare the time and cost of selected HR processes before and after an intervention. |
| Leadership accountability | Review action ownership, delivery milestones and the people scorecard with the executive team. |
| Visible business value | Connect relevant changes in retention, absence, productivity or service outcomes to the work, where reliable data is available. |
Build the business case.
Value the time, cost and service improvements attributable to each HR intervention, using agreed operational data.
Agree a baseline, review period and benefit owners. Include delivery and implementation costs, and account for other changes affecting the result.
ROI = (attributable benefit − total programme cost) ÷ total programme cost × 100
YOUR NEXT MOVE
Where could your people plan work harder?
Explore your priorities through a free, friendly 30-minute initial consultation.
Book a free consultation ↗