Human Resources templates

Gathers multi-directional feedback on a colleague's leadership and teamwork, plus the respondent's own development support.

Employees' self-assessment of competencies, team dynamics, culture fit and training, as input to a 360-degree review.

Explores what motivates employees and how team, leadership, workplace conditions and work-life balance affect motivation.

An employee's self-rating of goals, competencies, strengths, development needs and support, for a 360-degree review.

360-degree feedback on organisational leadership style, qualities, competency gaps and development priorities.

Multi-rater feedback on a manager's leadership, decision-making, performance management and team development.

Measures staff views of leadership, workspace, collaboration and development to assess the overall organizational climate.

Collects colleague ratings of one peer's teamwork, leadership, development mindset, professionalism and performance.

Self-review for a 360 process covering achievements, strengths, growth areas, interpersonal skills and development goals.

Collects multi-rater feedback on a team member's collaboration, performance, leadership and areas to develop.

Gathers applicants' feedback on each stage of a programme admission process, from first contact to document submission.

Collects a job candidate's education, recent work history, self-rated skills and career goals.

Collects a job candidate's current role, skills, key achievement, job priorities and career goals before an interview.

Collects internship applicants' feedback on finding, applying for and interviewing for internships, plus basic background.

Asks job candidates how they found the vacancy, how easy applying was and how well they were kept informed.

Feedback from new employees on the clarity, timing and usefulness of onboarding paperwork and forms.

Profiles working professionals' role and experience and gathers feedback on job satisfaction, tools and updates.

Gathers candidates' views on job postings, the application, interviews and follow-up to improve hiring.

Gathers scholarship applicants' feedback on information sources, process clarity, communication and difficulties faced.

Gathers app users' feedback on onboarding, usage, feature uptake, satisfaction, problems and wanted improvements.

Feedback from university applicants on instructions, process difficulties, the online portal and admissions support.

Feedback from volunteer applicants on the application form, communication, interview and likelihood to recommend.

Gathers applicants' feedback on applying to volunteer, communication from staff and the interview.

Interviewer scorecard rating a job candidate's role skills, interpersonal skills and overall hiring recommendation.

Measures how employees perceive the company culture, how well they fit it, and how it affects their job satisfaction.

Pre-interview form collecting an applicant's eligibility, education, experience, skills and references for a specific job opening.

Screens job applicants on employment status, skills, education, work preferences, motivation and fit for the role.

Employee self-assessment of how well their current role matches their skills, career goals and growth needs.

Self-assessment of leadership style, communication, problem solving and team skills to spot employees with leadership potential.

An assessor's scorecard rating a management candidate's experience, leadership competencies and suitability for the role.

Employees rate their own proficiency in core professional skills and name the area they most want to develop.

Screens sales job applicants on their experience, self-rated selling skills and approach to real sales situations.

Evaluates a technical training programme: effectiveness, skill confidence, remaining gaps and change in job performance.

A non-diagnostic self-reflection on preferred ways of working, work settings and team roles, for role-fit conversations.

Explores how people experienced a recent career change, its effects on their life, the support used and future needs.

An original, non-diagnostic self-reflection on work activities, settings and support needs to guide career exploration.

Measures career clarity, job-search obstacles and current-job priorities among job seekers and early-career workers.

Explores employees' career satisfaction, goals, strengths and planned development steps to shape career programmes.

Asks recent graduates about their plans, career resources, challenges and what they want from career guidance.

Builds a candidate profile of skills, experience and job preferences to match job seekers with suitable roles.

Identifies employees' skill gaps, preferred learning formats, barriers and goals to plan professional development.

Collects applicant contact details, education and work experience for admission to an academic or training program.

Employee survey of needed skills, self-rated proficiency, training interest and learning preferences for training planning.

Explores people's job satisfaction, interests, skills, learning priorities and preferred working conditions for career planning.

Measures employees' job satisfaction, the work values they hold and live, and what motivates them in their role.

Self-assessment of the work values people hold, their top priorities and how well a current job reflects them.

Employee self-assessment of the past year's goals, skills, support and workload, prepared ahead of the annual review.

Employee survey of team and cross-department communication, growth and satisfaction, leadership and lived company values.

Gathers employee views on current company policies, which need revision, and trust in policy-making.

Assesses employees' awareness of, satisfaction with and priorities for the company benefits package.

Measures employee engagement across workspace, team and manager support, work-life balance, development and culture.

Asks employees about role satisfaction, motivation, teamwork and development opportunities to guide workplace improvements.

Measures employees' role satisfaction, development opportunities and working conditions, including work-related stress.

Lets employees report workplace grievances about facilities, relationships, communication, mistreatment and harassment.

Measures employees' views of the climate for innovation, idea channels, barriers and recognition in their organization.

Records basic employee details and short feedback on work experience, resources and supervisor support.

A short recurring check on employee satisfaction, motivation, team communication, manager support, tools and advocacy.

Measures how employees experience and value a workplace recognition programme and what they would change.

Measures employees' satisfaction with their role, job facets, supervisor, culture and company communication.

Measures employee satisfaction with role clarity, workspace, career development, engagement and pay.

Self-review of role clarity, culture, performance, growth, manager support and team collaboration for employees.

Employee survey of company-wide and manager communication, channel effectiveness and ideas for improvement.

Employee survey on intention to stay, reasons for considering leaving, and importance versus satisfaction of retention factors.

Measures how teams communicate, make decisions, solve problems and support members' development.

Request form for employees asking for leave: leave type, dates and length, availability, reason and manager approval.

Short exit poll for visitors or attendees on satisfaction, visit purpose, service aspects and contact preferences.

Employee survey on current work-life balance, the work factors that strain it, and changes that would help.

Short pulse check of employee satisfaction, skill-building opportunities and workplace conditions, including stress.

Gauges employees' job satisfaction, view of the workplace and management, and intention to stay with the organization.

Measures employee engagement through work environment, relationships, work-life balance, development and culture priorities.

Measures employee engagement: meaningful work, manager support, alignment with goals, advocacy and intention to stay.

Measures employee satisfaction with job, supervisor and peers, and willingness to recommend the company as employer and supplier.

Assesses what motivates employees and how team, leadership, environment and work-life balance affect their motivation.

Employees rate how well their leaders communicate, support, recognize and earn trust, plus overall leadership effectiveness.

Measures remote and hybrid employees' set-up, connection, wellbeing and engagement to guide remote-work practices.

Maps employees' departments, responsibilities, self-rated proficiency and satisfaction, and where their role needs support.

Identifies what hinders employees, customers, partners and suppliers from engaging with an organisation, and ranks remedies.

Measures team interaction, role clarity, leadership and recognition, and individual engagement with its six-month trend.

Measures perceived team spirit, its drivers, priority improvement areas and its effect on staff productivity and satisfaction.

Measures employees' experiences of fairness, voice and belonging and their views of the organisation's inclusion efforts.

Asks departing employees why they are leaving and how they rate their team, job, culture and management.

Measures employees' self-rated health, activity, stressors and emotional well-being, and views on workplace health culture.

Collects employee views on work environment, job satisfaction, motivation, training and leadership.

Measures how employees rate the frequency, clarity, quality and usefulness of internal communication from management.

Measures how employees use and rate IT services and equipment, recent problems and their resolution, and overall satisfaction.

Asks employees how well they understand, are told about, and fit their job role, to improve role descriptions.

Measures how new hires rate their first day, onboarding training, support received and onboarding overall.

Surveys remote employees on their set-up, communication tools, and work-life balance to improve remote working.

Evaluates an employee training program's structure, content, delivery and instructor, and what participants learned.

Assesses employees' physical working conditions, tools, spaces, culture and stress to prioritise workplace improvements.

Employee survey on safety culture, training, protective equipment, hazards and incident reporting at work.

Asks employees about career goals, motivation, skills to develop, training and advancement opportunities.

Measures how employees collaborate, communicate and resolve disagreements with colleagues, and how this affects their work.

Measures how much independence employees have in their roles, how much they want, and what would increase it.

Measures employees' awareness of, satisfaction with and perceived fairness of the company's rewards programme.

Assesses employees' job satisfaction, workplace comfort and work-related stress to inform well-being initiatives.

Measures employees' satisfaction with their tasks, motivation, growth opportunities and work-life balance.

Measures how secure employees feel in their jobs, what drives insecurity and how they expect the next year to unfold.

Collects employee feedback on leadership communication, manager support, team collaboration and culture priorities.

Employee survey on fairness, performance link and market position of pay and benefits, and preferred improvements.

Measures employees' views on pay fairness and transparency, benefit use over the past year and desired changes.

Assesses how well supervisors communicate with and support their staff, and collects suggestions for improvement.

Evaluates a training course's content, trainer and organisation from the participants' point of view.

Measures staff satisfaction with workspaces, shared facilities, safety, access and maintenance at the organization's premises.

Measures employees' satisfaction with their job, workplace, working relationships and development opportunities.

Identifies the job, environment and management factors that influence whether employees intend to stay.

Measures how much freedom employees have over how, when and where they work, and whether that level suits them.

Measures employees' satisfaction with workspace, tools, training, HR support and information, and gathers improvement ideas.

Employee survey of role clarity, job aspects, workplace, pay and changes in satisfaction with management.

Employee feedback on learning support, personal growth over the past year and priorities for development programmes.

Employee view of how well their strengths match their role, which tasks suit them and how roles could fit people better.

Measures employee satisfaction with their manager's clarity, communication, openness and support for development.

Measures employees' satisfaction with recent work achievements, their fit with career goals and the support received.

Gathers employees' views on workload, fairness of task allocation, priority clarity and how conflicting requests are handled.

Measures how often employees feel work stress, its causes, coping and support, and its impact on work and life.

Measures employees' working hours, task mix, workload challenges and the effect of workload on productivity and health.

Pulse check of employees' experience of an organizational change: concerns, work impact, communication and support.

Evaluates employees' views of the organization's recent crisis response and gathers ideas for future crisis management.

Short recurring employee pulse on the climate for new ideas, idea sharing, barriers, recognition and resources.

Short pulse survey of employees' views on team communication, culture, values, management and career prospects.

A short pulse on employees' views of performance reviews, clarity of expectations and support for growth.

A short pulse on how employees use a newly launched project's tools, the problems met and its effect on their work.

Two-minute recurring pulse tracking employee engagement, everyday work conditions and what is driving change.

A brief weekly check-in on employees' satisfaction, resources, improvement areas and view of the company as an employer.

A short pulse check of employee well-being: stress, workload, support, communication, growth and culture.