Award Categories

PETER WILLIAMS HR TECHNOLOGY AWARD

The Peter Williams HR Technology Award recognises the outstanding use of technology solutions to connect and empower employees whilst addressing a workforce challenge.

Award Criteria

Download printable award criteria

Specific

CRITERION DEFINED AS SUGGESTED EVIDENCE
Employee Involvement The organisation involves its employees at all levels in seeking suggestions and feedback relating to the people problem faced and the proposed technology solution.

Evidence of employees engaged in discussion of issue/solutions i.e. minutes of committee, invitation to contribute

Details of consultation process including who across the organisation has been involved i.e. representation on organisation chart, committee structures.

Employee Empowerment The technology solution empowers employees to be more creative, innovative and collaborative within their roles, their teams and across the organisation.

Evidence could include examples of employees generating ideas, working together and focussing on continuous improvement as a result of the technology solution.

Comments from employees who have been positively impacted by this initiative.

Improved Communication The technology solution enhances communication processes within the organisation in line with addressing the people challenge. Evidence of improved or increased communication channels between key stakeholders.
Return on Investment Evidence that the organisation measures the impact of the technology solution and uses the metrics for assessment of ROI and improvement. Metrics utilised i.e. engagement scores, retention rates, performance appraisal, dedicated assessments, 360 surveys etc.

Generic

CRITERION DEFINED AS SUGGESTED EVIDENCE
Innovation The initiative is based on/incorporates a new approach to addressing the specific challenge the organisation is facing. Details of how initiative came about – strategy sessions minutes/ surveys/research etc, i.e. planning minutes, analysis conducted, research carried out, early versions of initiative tabled.
Strategic Business Alignment The program or initiative is aligned with organisational purpose and addresses strategic or business goals of the organisation.

Evidence of how program is aligned to strategic/ business goals/ organisational purpose i.e. organisational strategy, specific business goals, meeting minutes.

Sustainable The outcomes achieved are sustainable and/or replicable.

Evidence that initiative is being rolled out in other areas of the organisation i.e. implementation plan/scheduling.

Plans for ongoing use of the initiative i.e. implementation plan/schedule, training, expansion plans.

Results of repeated implementation of initiative i.e. incorporation into policy/ procedure/ business.

Measurement, Impact and Outcomes The program or initiative has addressed the challenge, achieved the desired outcomes and/or positively impacted on the business.

Evidence of improvements and outcomes identifiable as resulting from the program/ initiative.

Stakeholder surveys conducted pre/post initiative being introduced i.e. climate survey results, engagement survey results, survey specifically relating to initiative.

Budget implications of initiative i.e. cost savings/increased revenue as a result of initiative.

Reporting on initiative results to employees/board etc. i.e. board paper, newsletter.