T Shaped HR Assessment V4 Results (New)

Assessment summary

Business Acumen
Data Literacy
Digital Agility
People Advocacy
Execution Excellence
How is this scored?A passing score for a competency requires at least 70% of the available points. Your overall total score is calculated as the sum of all competencies.

0 /100

What does this mean?

You scored 0 out of a maximum total score of 100.

Benchmark

What does this mean?

You scored higher than 76% of all HR Professionals.

T-shaped overview

CORE HR COMPETENCIES

0/20

Business Acumen

0/20

Data Literacy

0/20

Digital Agility

0/20

People Advocacy

0/20

Execution Excellence

Novice

Developing

Proficient

Exemplary

Context Interpretation

Commerical Fluency

Customer Understanding

STRATEGY CO-CREATION

What does this score mean?

Based on your responses, you likely have some awareness of how the business works and why external trends matter. However, you may feel more comfortable identifying concepts than applying them. You might also notice that your ability to connect HR activities with business priorities varies depending on the situation. Your engagement with internal customers might tend to focus on immediate needs rather than broader implications. Building confidence with the basics will help you see clearer links between people, practices, and commercial outcomes.

Development suggestions
Learn:

Build a steady habit of reviewing short industry or organizational updates and noting how they might influence people needs or priorities.
Create a routine of looking over basic financial or performance summaries and gradually becoming familiar with common terms and patterns.

Practice:

Develop the habit of linking your HR tasks to business goals by asking yourself how each activity contributes to achieving your performance objectives.
Look for simple opportunities to connect HR actions with commercial drivers by reflecting on the “why” behind processes or requests.

Apply:

Check in regularly with internal customers to understand what is working well and where they see opportunities for improvement.
Practice keeping business priorities visible in your daily decisions by pausing to ask what matters most at this moment.

Benchmark

You score higher than 0% of HR professionals on this competency.

RELATED COURSE(S):

HR Manager & Leadership

Novice

Developing

Proficient

Exemplary

Data Driven

Analytics Translation

What does this score mean?

You indicated that you are still developing your confidence with data and its role in HR decisions. This means that you may recognise the value of accurate information and can spot obvious trends, but applying analysis or assessing data quality may still feel new. Interpreting data in context or explaining insights to others might feel inconsistent depending on the situation. Building steady habits around data care, simple analysis, and clear communication will help you grow your confidence and capability.

Development suggestions
Learn:

Establish a routine of reviewing data reports or dashboards, noting unfamiliar terms or patterns, and making an effort to learn more about them so your understanding grows over time.
Take the time to understand where data comes from and what it represents, so you can assess its relevance.

Practice:

Establish a routine of verifying the accuracy and completeness of the data you work with, so you remain aware of potential quality issues.
Make it a habit to explore simple patterns in reports or dashboards and note what questions or observations they spark.

Apply:

Maintain an ongoing dialogue with finance and business leaders to align long-term people investments with organizational priorities.
Practice summarizing data in two or three plain language points to explain what it might mean for people or processes.

Benchmark

You score higher than 0% of HR professionals on this competency.

RELATED COURSE(S):

People Analytics

People Data & Business Insights

Business Partner 2.0

HR Consultant

AI for HR

Novice

Developing

Proficient

Exemplary

TECHNOLOGY EMPOWERED

DIGITAL APTITUDE

DIGITAL ADOPTION

What does this score mean?

Development suggestions
Learn:

Establish a routine of reviewing short articles or updates on HR technology and workplace digital trends, and take note of what may be relevant to your role.
Dedicate some time each week to become more familiar with the features of the tools you already use so you understand how they can support your work.

Practice:

Practice using the digital tools you already have access to and explore basic features that can make everyday tasks easier.
Make it a habit to review how you store, share, and access information to ensure you follow secure and ethical practices.

Apply:

Use digital communication tools regularly and experiment with features that make collaboration clearer and more inclusive.
Take small steps to build your own digital confidence, such as trying new system features or asking colleagues to share tips.

Benchmark

You score higher than 0% of HR professionals on this competency.

RELATED COURSE(S):

Digital HR 2.0

AI for HR

HR Manager & Leadership

People Analytics

Business Partner 2.0

HR Consultant

Novice

Developing

Proficient

Exemplary

CULTURE & WELLBEING

CHANGE NAVIGATION

RISK MITIGATION & ETHICS

SUSTAINABILITY

What does this score mean?

Based on your responses, you seem to be developing your awareness of what it means to advocate for people in a balanced and human-centered way. This means that while you may understand the importance of culture, ethics, and wellbeing, your confidence in applying these principles across different situations can vary. You might feel more comfortable supporting change or ethical decisions when clear guidance is provided. Building steady habits related to listening, reflection, and understanding broader organizational dynamics will help you strengthen your influence.

Development suggestions
Learn:

Develop a habit of observing how culture shows up in daily interactions and noting what supports or challenges wellbeing and inclusion.
Review organizational values or ethical guidelines regularly so you deepen your understanding of expectations and risks.

Practice:

Regularly reflect on how upcoming changes might affect people and what questions or concerns they may have.
Engage in conversations with colleagues to learn about their experiences and perspectives during change or performance discussions.

Apply:

Use your growing awareness of wellbeing and inclusion to make thoughtful adjustments in your own approach to daily interactions.
Look for moments to apply sustainability or values-based thinking in small decisions, such as resource use or community involvement.

Benchmark

You score higher than 0% of HR professionals on this competency.

RELATED COURSE(S):

HR Manager & Leadership

Novice

Developing

Proficient

Exemplary

ACTION ORIENTATION

PROBLEM SOLVING

INTERPERSONAL SKILLS

What does this score mean?

Your responses suggest that you are building confidence in planning, follow through, and adapting to shifting demands. This means you may feel comfortable organizing your own tasks, but are still developing consistency when priorities change or when coordination with others is required. You might notice that problem-solving feels easier when situations are straightforward and that navigating conflicting needs or viewpoints can be challenging. Establishing simple, repeatable habits will help you strengthen your momentum and reliability across different contexts.

Development suggestions
Learn:

Create a regular habit of reviewing your goals and breaking work into manageable steps to stay focused and organized.
After completing tasks, take a moment to reflect on what helped or hindered your progress and identify patterns you want to adjust.

Practice:

Pause before addressing challenges to gather information and consider different angles rather than reacting immediately.
Use quick check-ins with colleagues to clarify dependencies so you understand how your work connects with theirs.

Apply:

When priorities shift, write down what changed and what that means for your next steps to strengthen your adaptive thinking.
Use the reflections from your completed tasks to make small adjustments in how you plan and carry out similar work.

Benchmark

You score higher than 0% of HR professionals on this competency.

RELATED COURSE(S):

HR Manager & Leadership

Specialist skills

Your HR profile

Service Champion

Advisor

Strategist

Service Champion

Solution Architect

28%Profile match

Advisors work in the business environment and spent most of their time with business stakeholders. They translate business needs into HR solutions, speak the language of the business, and ensure that HR priorities are relevant, aligned, and create business impact.

Example of roles the advisor excels at:

– HR Consultant
– HR Business Partner
– HR Manager
– HR Officer

View all roles on HR Career Map

30%Profile match

Strategists set the HR strategy for the organization. They spent their time co-creating strategy with business leaders, translating business strategy into a people strategy, and translating business needs into HR solutions.

Example of roles the advisor excels at:

– HR Director
– Chief Diversity Officer
– Head of HR
– Shared Services Executive

View all roles on HR Career Map

38%Profile match

Your closest match

The service champion provides efficient HR services that create an engaging and meaningful employee experience. They help to drive operational excellence across multiple HR touchpoints.

Example of roles the advisor excels at:

– Payroll Administrator
– Payroll Manager
– People Analytics Head
– HR Operations Manager

View all roles on HR Career Map

24%Profile match

The solution architect is an expert in HR practices. They design, operationalize, and implement HR in the business. They keep up to date with HR trends and are seen as an expert in one or more HR specializations.