AI Readiness Diagnostic — Entry Point

AI Readiness Self-Assessment

Twelve questions on your organisation’s readiness for AI — not from a technology perspective, but from a people, governance, and operating model perspective. The questions are structured so that the results can be shared directly with a board or senior leadership team as a starting point for a governance conversation.

Time required

Approximately 5 minutes

What happens next

Your score and a written interpretation are sent by email immediately after submission. The interpretation reflects where your score suggests the readiness gaps are most likely to create friction, and is one of four responses matched to your score band. If it surfaces questions worth exploring further, the next step is a conversation, not a commitment.

Who this is for

Founders and C-suite leaders considering or beginning AI adoption in their organisation.

How to answer

Answer based on how things actually work, not how you would like them to work or how they are described in policy.

A note on framing. This assessment is not about technology. It does not ask which AI tools you use or how much you are spending. It asks whether your organisation has the governance clarity, the workforce capability, and the operating model conditions to make AI adoption work — and work safely. Those are the foundations that determine whether AI creates value or creates problems.
Rating scale
1 = Not yet  ·  2 = Early stages  ·  3 = In progress  ·  4 = Mostly yes  ·  5 = Fully yes
This assessment is the entry point to the AI Readiness Diagnostic — a structured review of your HR operating model through an AI readiness lens, for organisations where adoption is on the agenda but the foundations haven’t been independently assessed.
Does your leadership team have a shared, agreed view on what AI means for your business — and has that view been explicitly discussed and documented?
Have you mapped which roles or functions in your organisation are likely to be affected by AI within the next two years, and shared that picture with the people affected?
Do you have policies or guidelines in place that govern how employees may use AI tools at work, and do employees know those policies exist?
How confident are you that your HR data — workforce, performance, succession — has been audited for completeness and consistency, and that the findings have been acted on?
Has your organisation assessed the ethical or legal risks associated with AI use in hiring, performance, or workforce decisions, and taken steps to mitigate them?
Do your managers have sufficient capability to lead their teams through AI-related change, including addressing anxiety and uncertainty about role impact?
Is there a named owner of AI readiness or digital transformation at leadership level — whether in HR, technology, or the executive team?
Have you had a structured conversation about the skills your organisation will need in a more AI-enabled environment, and connected that to your learning and development plan?
Are employees aware of how AI tools may affect their roles, and is there an active communication plan in place — not just an intention to communicate?
Does your organisation have a process for evaluating and approving new AI tools before deployment, and is that process actually followed?
Are learning and development resources available to build AI literacy across the workforce, and are they being used?
Has your organisation connected AI readiness to its employer brand and talent attraction strategy?

Questions about the assessment or what comes next? Contact Alf Carlesäter directly at alf.carlesater@growhr.asia or visit www.growhr.asia.

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