Score your HR function across six dimensions. In ten minutes.
Twelve quick questions across Compliance · Talent · Performance · Industrial Relations · Culture · Digital HR. See where you're strong, where you're exposed, and what to fix first. Most Malaysian firms score below 60% on first attempt.
The maturity score is not a grade. It is a map.
A 90% score in Compliance and a 30% score in Digital HR is not the same as a 60% across the board. The score per dimension tells you where the leverage is. Most Malaysian companies are strongest in Compliance and weakest in Digital HR or Culture. The score itself is less important than knowing which one of the six to fix next - and the assessment ends with Maslow's read of that, calibrated to your specific profile.
Twelve questions. Six dimensions. One honest score.
Two questions per dimension. Rate each on a 5-point scale (Never → Always). Honest answers produce more useful results than flattering ones - the score per dimension is what tells you which one to fix first. Results populate live as you progress.
Four questions about the assessment.
Written for the question typed into Google at 7:45am, and marked up as FAQPage for AI overviews on every other day.
Q · 01
What does the 6-dimension HR maturity assessment actually measure?
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Six dimensions, two diagnostic questions each: Compliance (EA 1955, statutory audit readiness), Talent (competency framework, succession, TNA, recruitment), Performance (PMS, KPI cascade, calibration), Industrial Relations (DI capability, retrenchment readiness, s.20 response), Culture (values measurement, EVP), and Digital HR (HRIS integration, AI analytics). Each scored on a 5-point Never→Always scale. The overall maturity score is a weighted average; the per-dimension scores tell you where the leverage is.
Q · 02
Why do most Malaysian firms score below 60% on first attempt?
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Three structural reasons. (1) Compliance has historically been the only dimension HR teams are scored on by the board - so it's mature; the rest accumulate debt. (2) Digital HR is genuinely new - most HRIS deployments were rolled out without thinking about employee experience or analytics. (3) Culture measurement still happens at most firms through engagement surveys that no one acts on. The pattern is consistent: a 70-85% in Compliance, 50-65% in Talent/Performance/IR, and 30-45% in Culture and Digital HR. Honest scoring surfaces the gap.
Q · 03
How is this different from the full Maslow HR audit?
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The free assessment is 12 questions × 10 minutes × self-reported - an orientation. The full Maslow HR audit is 24 dimensions × 4-6 weeks × document-reviewed and stakeholder-interviewed. The full audit produces a prioritised remediation roadmap with cost and time estimates per gap, plus calibration against industry peer benchmarks. Most engagements that start with the free assessment progress into a full audit within 60 days.
Q · 04
Where does my data go?
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Nowhere. The assessment runs entirely in your browser - your answers are not transmitted to Maslow, not stored, not added to any database. The only data Maslow sees is what you choose to share by clicking "Discuss our HR maturity" or by asking Maia a follow-up question on your score.
Got the number. Now ask the follow-up.
Every tool produces a calculation. The follow-up question - "why is that number what it is", "what should I do with it", "what would change it" - is what Maia is for. Ask her about any tool, before or after you run it.
"How much HRDC are we leaving unclaimed?"
Maia walks through the levy formula, claimable rate vs entitlement, and the deadline math. Then runs the calculation with you.
"What's our retrenchment exposure?"
Per-employee severance, notice, ETLBR benefits - plus the worst-case Industrial Court exposure of getting any of it wrong.
"Are we paying our senior managers correctly?"
Maslow Databank cuts by industry × function × level. Median, range, top quartile. Where you sit relative to retention risk.
"Where is our HR function exposed?"
The 6-dimension HR Maturity Assessment, with the partner read on what to prioritise based on your score.
Four questions about the tools.
Written for the question typed into Google at 7:45am, and marked up as FAQPage for AI overviews on every other day.
Q · 01
Are the tools really free? What's the catch?
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Yes - fully free. No login, no signup, no email-gate, no PDF download required. The tools are an honest commercial play: if they answer your question well, we earn the right to be the next call when the question is bigger than a calculator can answer. That's the whole catch. Your inputs run in your browser and are never sent to Maslow.
Q · 02
How are the calculations validated?
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Every tool's calculation is anchored to statute or the Maslow Databank. The HRDC Calculator runs against the HRD Corp Act 2001 (Act 612) and the SBL Khas / HRDC Plus scheme rules. The Retrenchment Calculator runs against EA 1955, ETLBR 1980, and s.20 IRA 1967. The Salary Benchmark runs against the proprietary Maslow Salary & Benefits Databank, refreshed annually across 20+ Malaysian sectors. The HR Maturity Assessment is Maslow's own proprietary methodology, refined since 1998.
Q · 03
Will my inputs be stored or sent to Maslow?
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No. All calculations run client-side in your browser. Your inputs are not transmitted to Maslow servers, not stored in any database, not used to populate a CRM. The only data Maslow receives is what you choose to share - by clicking a "Discuss with a partner" CTA after a calculation, by emailing customer care, or by asking Maia a follow-up question.
Q · 04
How accurate is the Salary Benchmark for Malaysian roles specifically?
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The benchmark is built specifically for Malaysian pay markets - 20+ MY sectors cut by industry × function × experience level × location. Malaysian pay markets do not map cleanly to ASEAN or APAC averages, so generic global reports often misprice mid-management bands. The Maslow Databank is refreshed annually from the firm's active engagement portfolio (anonymised). For a deeper conversation about a specific role, the full Salary Benchmarking sub-practice under SHRC Strategic Talent runs custom pay-band design and pay-equity reviews.
Four tools. Free. The conversation is optional.
Run the calculation that matters. Save the screenshot. Take it to your next board meeting. If the number raises a follow-up the calculator can't answer, the conversation is one click away - always free, always with a senior consultant.
