AI Readiness Survey

Department: HR Department | Company: ZEEX
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AI Strategy & Resources
Do HR team members understand basic AI concepts (automation, prediction, chatbot, bias)? *
What is the leadership’s stance on AI adoption in HR? *
What is the biggest concern HR has about AI adoption? *
How would HR define AI in the context of HR work? *
What is HR’s current understanding of AI limitations (errors, hallucination, bias)? *
How does HR currently view AI’s role? *
How confident is HR in explaining AI-based HR decisions to employees? *
Can HR design and manage AI-related workflows (example: chatbot escalation, AI screening rules)? *
If AI tools are introduced, what type of training would HR need most? *
What is the most likely challenge in HR AI adoption? *
Does the company have any policy on AI usage (even informal)? *
Is there clarity on what HR data can be shared with AI tools? *
How does HR handle employee consent for data usage? *
If AI recommends a decision (example: shortlist, performance risk), who is accountable? *
What is the biggest ethical risk HR expects from AI? *
Is HR already using AI tools informally (ChatGPT, resume screening tools, email drafting)? *
Which HR function is most suitable for AI in your organization? *
What type of AI benefit is most valuable to HR? *
What is the biggest barrier to starting HR AI use cases? *
If AI improves HR work, how will success be defined? *
How confident is HR in proving ROI for AI investment? *
Does HR have a clear vision of what HR should look like in 2 years? *
Is AI adoption included in HR’s future plan? *
How ready is HR to pilot an AI project in the next 90 days? *
What is HR’s preferred AI adoption approach? *
What level of investment is HR willing to commit for AI initiatives? *
Who should lead HR AI adoption? *
Performance and Application
How standardized are HR processes (Hiring, Onboarding, Payroll, Leave, Performance)? *
How are HR approvals handled (leave approvals, salary changes, promotions)? *
How often do HR tasks face delays due to manual work or dependency on people? *
How well are HR workflows mapped (example: recruitment funnel, onboarding journey)? *
How are employee queries handled (policies, salary slips, leave, benefits)? *
Which HR activity consumes the most time today? *
Is any HR software currently being used to manage or automate HR activities? *
How well is the HR software being used? *
Does the HR software currently being used have any inbuilt AI features? *
How well is the HR software being used? *
Does the HR software currently being used have any inbuilt AI features? *
How well is the HR software being used? *
Does the HR software currently being used have any inbuilt AI features? *
Data Infrastructure
Where is employee master data stored? *
How complete is employee data (joining date, salary, skills, education, experience)? *
How accurate is HR data (errors, duplicates, missing fields)? *
How frequently is HR data updated? *
Do you have structured performance data available for employees? *
How is recruitment data stored (CVs, interview feedback, selection reasons)? *
Is attrition data tracked with reasons and trends? *
How accessible is HR data when needed for decision-making? *
How sensitive is HR data in your organization? *
Organization
Select the activities that are performed by HR department in your organization. *
List down the above selected activities in descending order of the time being consumed by them. *
How consistent is HR policy implementation across teams/locations? *
How comfortable is the HR team with technology tools? *
How would you describe HR’s openness to AI-based systems (chatbots, automation, analytics)? *
How prepared is HR to change workflows if AI tools are introduced? *
Which statement best matches HR’s mindset toward AI? *
How comfortable are HR staff with learning new tools? *
How does HR typically manage change (policy change, system rollout)? *
How willing are employees to adopt new HR systems? *
How are employee concerns usually handled (fear, resistance, confusion)? *
How strong is HR’s internal influence in driving adoption? *
Technology Enablers
How skilled is HR in using data for decisions (hiring, attrition, performance)? *
Does HR have people who can work with data (Excel, reporting, analytics)? *
How strong is HR’s capability to create structured documents (templates, formats, trackers)? *
How well can HR define use cases into clear requirements? *
Does HR currently track KPIs (hiring time, attrition rate, training completion, engagement)? *
How well is HR able to measure “before vs after” improvement? *
Which HR metric is easiest for your organization to measure? *