---
id: workflow.hr.current-state-assessment
name: Current-State HR Assessment
summary: Inventory HR functions, processes, tools, and pain points to establish a factual baseline before automation or redesign.
owner: human-resources
status: draft
domain: consumer
intent_phase: assessment
tags:
  - assessment
  - current-state
  - inventory
  - planning

assessment:
  stage: inventory
  last_reviewed: "2026-06-24"
  blockers: []
  notes:
    - Initial scaffold entry; function inventory seeded from INTENT background.

lifecycle:
  precedes:
    - workflow.hr.automation-roadmap
  supports: []

scope:
  includes:
    - mapping HR functions to current processes and tooling
    - identifying manual vs semi-automated vs automated steps
    - surfacing compliance, data, and people-risks in the baseline
  excludes:
    - payroll/HRIS product selection or implementation
    - legal contract generation
    - production workflow automation

actors:
  - HR operators and people-ops leads
  - hiring managers and team leads (input)
  - custodian agents (registry and workplan maintenance)

inputs:
  - INTENT.md HR function list and best-practice notes
  - existing policies-in-draft and operational runbooks (as discovered)
  - tool inventory (HRIS, ticketing, docs, spreadsheets)

outputs:
  - function-level process maps with automation-readiness signals
  - gap list (data, policy, tooling, training)
  - prioritized pain points for roadmap intake

metrics_hooks:
  - time-to-complete per function area (baseline TBD)
  - manual-touch count per process (baseline TBD)
  - policy/process consistency score (baseline TBD)
---

# Current-State HR Assessment

## Overview

First INTENT phase: establish what HR does today, how, and with what friction.
This workflow is meta-planning—it produces the evidence base for every
operational HR workflow entry added later.

## HR function inventory

Seed list from INTENT background (expand per assessment cycle):

| Function area | Assessment focus |
|---------------|------------------|
| Talent acquisition & recruitment | Sourcing, screening, interview loop, time-to-hire |
| Onboarding & integration | Paperwork, training, culture immersion, tool access |
| Compensation & benefits | Pay bands, enrollment, fairness checks |
| Performance management | Goals, feedback cadence, review cycles |
| Learning & development | Training catalog, upskilling, succession |
| Engagement, relations & culture | Recognition, conflict, wellness, inclusion |
| Compliance, risk & legal | Labor law, privacy, audits, investigations |
| Workforce planning & analytics | Forecasting, turnover, engagement metrics |
| Offboarding & retention | Exit process, knowledge transfer, alumni |

## Assessment loop position

Currently at **`inventory`**. See `registry/assessment-loop.md` for stage
definitions and exit criteria.

### Next steps

1. For each function area, document actors, triggers, and current artifacts.
2. Mark steps as manual, semi-automated, or automated.
3. Advance to `automation_potential` when all areas have a first-pass inventory.

## INTENT linkage

> *"We can now iterate toward optimal human performance by breaking it into
> phases (e.g., **current-state assessment**, automation roadmap, metrics
> framework, specific workflows)…"* — `INTENT.md`