The Employee Lifecycle Management Formula - HTM2DP

HTM2DP Questionnaire, Score Chart, and Answer Key

This questionnaire is designed to assess an organization's alignment with the HTM2DP methodology. The questions are based on the methodology's six stages and aim to identify your organization's strengths and areas for improvement in fostering employee engagement and development. Please read each statement carefully and select the response that best reflects your organization's current practices.

Instructions:

For each statement, select the response that best reflects your organization's current practices.

1. Hire

1. Our hiring process prioritizes cultural fit and alignment with organizational values in addition to skills and experience.

   • Strongly Agree
   • Agree
   • Neutral
   • Disagree
   • Strongly Disagree

2. We use behavioral interviews, situational judgment tests, or other assessments to evaluate candidates' cultural fit.

   • Strongly Agree
   • Agree
   • Neutral
   • Disagree
   • Strongly Disagree

3. We measure and track first-year turnover rates to assess the effectiveness of our hiring process.

   • Strongly Agree
   • Agree
   • Neutral
   • Disagree
   • Strongly Disagree

2. Train

4. We provide continuous training and development opportunities for employees throughout their tenure, not just during onboarding.

   • Strongly Agree
   • Agree
   • Neutral
   • Disagree
   • Strongly Disagree

5. Our training programs encompass a variety of topics, including job-specific skills, cultural orientation, leadership development, and soft skills.

   • Strongly Agree
   • Agree
   • Neutral
   • Disagree
   • Strongly Disagree

6. Managers are actively involved in the training and development of their team members.

   • Strongly Agree
   • Agree
   • Neutral
   • Disagree
   • Strongly Disagree

3. Motivate

7. We strive to foster intrinsic motivation by providing employees with a sense of purpose, autonomy, and recognition.

   • Strongly Agree
   • Agree
   • Neutral
   • Disagree
   • Strongly Disagree

8. We regularly conduct employee engagement surveys or use other methods to measure and track employee motivation.

   • Strongly Agree
   • Agree
   • Neutral
   • Disagree
   • Strongly Disagree

9. We use a variety of methods to recognize and reward employees' contributions, going beyond just monetary compensation.

   • Strongly Agree
   • Agree
   • Neutral
   • Disagree
   • Strongly Disagree

4. Maintain

10. We have established regular check-ins, feedback loops, and performance reviews to ensure ongoing communication and support for employees.

    • Strongly Agree
    • Agree
    • Neutral
    • Disagree
    • Strongly Disagree

11. We actively monitor employee well-being and take steps to prevent burnout and disengagement.

    • Strongly Agree
    • Agree
    • Neutral
    • Disagree
    • Strongly Disagree

12. We use data and metrics to track employee engagement, well-being, and performance trends.

    • Strongly Agree
    • Agree
    • Neutral
    • Disagree
    • Strongly Disagree

5. Develop

13. We provide clear career pathways and opportunities for both vertical and lateral growth within the organization.

    • Strongly Agree
    • Agree
    • Neutral
    • Disagree
    • Strongly Disagree

14. We encourage employees to develop a diverse skill set through cross-training, lateral moves, or other opportunities.

    • Strongly Agree
    • Agree
    • Neutral
    • Disagree
    • Strongly Disagree

15. We offer mentorship or coaching programs to support employees' professional development.

    • Strongly Agree
    • Agree
    • Neutral
    • Disagree
    • Strongly Disagree

6. Promote

16. We prioritize promoting from within whenever possible.

    • Strongly Agree
    • Agree
    • Neutral
    • Disagree
    • Strongly Disagree

17. We actively develop employees to prepare them for future leadership roles.

    • Strongly Agree
    • Agree
    • Neutral
    • Disagree
    • Strongly Disagree

18. Our promotion process is transparent and based on clearly defined criteria.

    • Strongly Agree
    • Agree
    • Neutral
    • Disagree
    • Strongly Disagree

Score Chart

For each question, assign points based on your response:

• Strongly Agree = 5 points
• Agree = 4 points
• Neutral = 3 points
• Disagree = 2 points
• Strongly Disagree = 1 point

Total Score: Add up the points for each response.

Answer Key and Interpretation

This questionnaire provides a general assessment of your organization's alignment with the HTM2DP methodology. The interpretation of scores can vary depending on your organization's context, but here is a general guideline:

• 81–90 Points: Excellent Alignment with HTM2DP
  Your organization demonstrates a strong commitment to all six stages of the HTM2DP methodology. You've implemented robust practices to foster a highly engaged and motivated workforce, reflected in your excellent employee retention rates and overall success.
  Recommendation: Continue refining and scaling your initiatives to maintain success.

• 61–80 Points: Good Alignment with HTM2DP
  Your organization has adopted many of the principles and practices of HTM2DP and is on the right track to achieving significant benefits. Some areas may need further improvement (e.g., strengthening cultural fit assessments during hiring or enhancing development opportunities).
  Recommendation: Identify specific areas to improve and build on your current strengths.

• 41–60 Points: Moderate Alignment with HTM2DP
  Your organization has begun implementing some aspects of HTM2DP but may be missing key elements or lacking consistency.
  Recommendation: Review the six stages in more detail and identify areas for improvement to make your approach more holistic and effective.

• 21–40 Points: Low Alignment with HTM2DP
  Your organization has not fully embraced the HTM2DP methodology and may still rely on traditional ELM approaches, which may not be as effective in the current work environment.
  Recommendation: Explore the potential benefits of adopting HTM2DP principles and practices and work toward implementing them.

Note: The interpretation of your score is based on the general framework outlined above. For more personalized feedback, it is advised to consult with an HR professional who is experienced in implementing HTM2DP.