The NeurOs Audit is designed to run in a single focused working session once your data is ready. This checklist tells HR, Finance and Operations exactly which numbers to pull from the HRIS and which qualitative signals to prepare together — so the diagnostic reflects reality, not guesswork.
A note on missing data — this is expected, not a problem.
Most organisations do not measure every item on this list. Where a number is not tracked, enter zero or leave the field blank. The blueprint explicitly flags absent measurement as a systemic finding in its own right and prescribes what to instrument first — so incomplete data still produces a valid, defensible diagnostic.
Quantitative inputs. Owned primarily by HR Operations, People Analytics and Finance. All figures are for the last completed 12-month period, aggregated at organisation level — no personally identifiable information is required or accepted.
Standard HRIS reports — pull for the last completed 12 months.
From HRIS, case-management and payroll — trailing 12 months.
From ATS and workforce-planning dashboards.
From Finance BI / ERP — needed to translate HR friction into P&L drag.
From engagement platform, calendaring analytics and IT asset list.
Qualitative signals scored on a simple 1–7 scale during the audit. These are best calibrated in a joint session between HR, DE&I, at least one senior line manager and, where relevant, Employee Relations. Bring recent examples rather than opinions.
A joint call between Talent Acquisition, DE&I and a hiring manager.
HRBP + L&D + an experienced line manager.
Best triangulated across HR, ER and two line-manager perspectives.
CHRO / COO office plus HR Technology lead.
Progress saves automatically — you can pause and continue at any point.
