Example report
Get mine
Score, pillars, risks, plan
One number you can defend, five pillar scores, four risk indicators and a ranked list of what to fix first.
Organization Health Check
Every organisation looks fine from the outside.
The check reads what the org chart hides: who is about to leave, which contracts have lapsed, where nobody has had a review in a year. Seventeen areas, five pillar scores, the risks attached, and a plan you can start this month.
01/05
steps, one page
Four things worth knowing first
Open any card. Nothing here is a sales page, and no answer you give is stored on this device or shared until you choose to send it.
What is an Organization Health Check?
A structured self-assessment of the people side of your business. You tell us which problems you actually recognise, and the tool converts that into a score, a set of risks, and a ranked list of what to fix first. It is the same triage an HR consultant runs in a first meeting, without the meeting.
Who is it for?
Owners, general managers and HR leads of organisations in the UAE and the wider GCC, from a ten-person company to a few hundred staff. You do not need an HR department to use it. If you are the person who ends up handling staff problems, this is written for you.
What does it check?
Seventeen areas, grouped into five pillars. Each pillar is scored separately so you can see whether the problem is concentrated in one place or spread across the organisation.
- Talent & retentionTurnover, recruitment, succession
- Performance & capabilityPerformance management, leadership, training
- Culture & engagementEngagement, communication, inclusion, remote work
- Compliance & riskLabour law, discipline, safety, disputes
- Operations & rewardPay and benefits, attendance, HR admin
What do I need to enter or upload?
Nothing to upload. There are no documents, no spreadsheets and no payroll data involved. Four short answers are required:
- Company nameso the report is addressed to you
- Email addressonly used if you choose to send the report to our team
- Company sizedrives the scale of the cost estimate
- Urgencydecides how the action plan is sequenced
Industry, contact name and phone are optional. Industry unlocks sector-specific notes in the report.
Five steps, start to plan
Everything happens on this page. You can stop after step four and still walk away with a report.
-
01
Enter your details
Four required fields. Company name, email, size and how urgent this is.
-
02
Flag what you're seeing
Open any of the 17 areas and tick the symptoms you recognise. Tick nothing you're unsure about.
-
03
The check runs
Every symptom is weighted by severity and mapped to its pillar, then scored against the same scale each time.
-
04
Review your report
Overall score, five pillar scores, your strengths, the risks, and what each finding is costing you.
-
05
Act on the plan
A ranked list split into this week, this month and this quarter, with the templates that go with each.
Seventeen HR areas, five pillars
The score is built from these. Each area has four symptoms you can flag, and each pillar is scored on its own areas, so you can see whether a problem is concentrated or spread.
Talent & retention
Whether you can hire, keep and replace the people the business runs on.
- Turnover & attrition People leaving, and what it costs to replace them
- Recruitment & hiring Time to fill, cost per hire and quality of new joiners Test candidate fit with the Organizational Fit Index
- Succession planning Who covers a key role if the holder leaves tomorrow
Performance & capability
Whether managers set expectations, give feedback and develop people, and whether they have the skills to lead.
- Performance management Goals, feedback and whether reviews change anything
- Leadership & management Whether supervisors can actually manage people
- Training & development Skills gaps and whether anyone is being developed
Culture & engagement
How much discretionary effort people give, how information moves, and whether the workplace is fair and connected.
- Employee engagement Discretionary effort, absence and workplace mood
- Internal communication Whether decisions reach the people who act on them
- Diversity & inclusion Fairness in hiring, pay and progression across the team
- Remote & hybrid working Managing people you cannot see every day
Compliance & risk
Your exposure under UAE labour law: contracts, WPS, discipline, safety and disputes.
- Compliance & legal risk UAE labour law, contracts, WPS and employee files
- Disciplinary process Warnings, terminations and whether they would hold up
- Workplace safety Incidents, PPE and site or workplace safety practice
- Conflict & disputes Disputes, grievances and harassment reporting
Operations & reward
The mechanics: pay and benefits, attendance, and how much of HR still runs on paper.
- Pay & benefits Pay position, benefits clarity and gratuity practice Check end-of-service gratuity with the calculator
- Attendance & punctuality Attendance patterns, shift discipline and overtime
- HR administration Paperwork load, records and how much sits in one head
How the score is calculated
Every symptom you flag carries the severity of its area: low-risk areas count once, medium-risk areas twice, critical areas three times. Each of the five pillars is scored from 0 to 100 on its own areas, so a problem concentrated in one pillar appears as one low pillar rather than as a slightly lower everything.
The overall score is 55% the weighted average across all 17 areas and 45% your weakest pillar, because one failing pillar matters more than sixteen healthy areas would suggest. One rule sits above the arithmetic: no organisation is graded Healthy while a critical-risk area is flagged. Each open critical area lowers the ceiling by 12 points, starting from 90 and never below 30; the arithmetic itself can still take the score lower than the ceiling.
The bands are fixed: Healthy 80 to 100, Needs attention 60 to 79, At risk 40 to 59, Critical 0 to 39. There is no peer benchmark on this page. The comparison is against those bands, and the projected score you see is the same model run again with your two weakest flagged pillars cleared. Each area also carries its own score in the report: a fully flagged low-risk area bottoms out at 30, a medium-risk area at 15 and a critical area at 0.
It is a self-assessment. It scores what you recognise, not what an audit would find, and there is no external benchmark or validation study behind it. Use the result to decide where to look first, then verify it with the people and the paperwork.
The check is built and maintained by CV Warehouse, an HR and recruitment services provider working with employers across the UAE and the wider GCC. Everything is scored in your browser, and nothing you enter is sent anywhere until you choose to email the report.
Step 01
Tell us about your organisation
Four required fields. This is what makes the report yours rather than generic.
What we need
Company name, email, headcount band and urgency.
Why
Headcount scales the cost estimate. Urgency sequences the plan.
What we do with it
Nothing is sent anywhere until you press a send or email button yourself.
Appears at the top of your report.
Please enter your company name
Used only if you choose to send the report to us. No mailing list.
Please enter a valid email address
Sets the scale of the cost-of-inaction estimate.
Please select your company size
Decides whether your plan leads with containment or with structure.
Please select urgency level
Unlocks sector notes, such as MOHRE inspection patterns in construction.
So we know who to reply to.
Only if you would rather be called than emailed.
Quick industry select
Construction Healthcare Retail Technology Hospitality Finance Logistics
Step 02
Flag what you're actually seeing
Open an area to reveal its symptoms and tick the ones you recognise. Leave anything you are unsure about untouched, since a guess distorts the score.
No area matches that search. Clear it to see all 17 again.
Step 03
Run the health check
Scoring happens in your browser. Nothing is transmitted, and the report appears directly below this button.
- Your details0/4
- Symptoms flagged0
Complete the four required fields and flag at least one symptom to continue.
Organisation health report
Your organisation
Priority: —
Overall score
—
out of 100
Pending
Your verdict appears here once the check has run.
If you complete the priority actions
—
—
Projected by the same model, assuming each flagged symptom in the priority areas is resolved.
This is a self-assessment. The score reflects what you recognised and flagged, not what an audit would find, so treat it as a prompt for where to look first rather than a verdict. Re-run the check after you act on the plan.
Scores by pillar
A low score in one pillar is a contained problem. Low scores across three or more usually point at management capacity rather than at any single area.
Risk indicators
Four exposures the check watches for specifically, because each one can turn into a cost or a claim rather than just an inefficiency.
Strengths
Areas you did not flag. Worth protecting, and worth building on.
Areas requiring attention
Ordered by severity, then by how much of the area you flagged.
What this is costing you
Likely underlying causes
Priority actions, in order
Sequenced so the containment work lands before the structural work. Do them in this order.
Cadence to hold afterwards
Outlook
Without intervention and proper HR documentation, these symptoms tend to compound. Expect falling productivity, further departures and rising legal exposure.
Talk it through, no charge
Send us the report and describe the situation. We reply within 48 hours.
Email us the reportHR toolkit
The SOPs, templates and policy documents behind the actions above.
500 AED
Order the toolkit
Estimated cost of inaction
~AED 0 / year
at risk, based on your headcount band, your overall score, and the severity and breadth of what you flagged
An indicative estimate, not a guaranteed loss. It is calculated from your company size, your overall score, the severity of the areas you flagged and how many areas are affected, using a blended annual cost per employee, so a higher score produces a smaller figure. Treat it as an order of magnitude for a business case, not as an accounting figure.
Your recommended HR kit
Assembled from the areas you flagged, as one package rather than separate tools.
Total value if purchased separately
0 AED
Your kit price
0 AED
Capped at the price of the full HR toolkit (500 AED), which includes every item above.
Need help with your own career, not just the company?
If this diagnosis has surfaced a career, CV, LinkedIn or job-search issue alongside your workplace one, our team can help with your own professional position, not only your organisation's HR setup.
Email [email protected] and describe your situationTemplates you can take away now
Three of the documents the action plan refers to, free and ready to use. Enter your email and we send the file.
Employee handbook template
A complete, compliant handbook: policies, code of conduct and the HR procedures a UAE employer is expected to have written down.
HR compliance checklist
Ninety checkpoints across MOHRE requirements, WPS, visas, contracts and health insurance. Work through it once a quarter.
Performance review forms
KPI-based review forms and a scoring sheet, so a review is a conversation about evidence rather than about opinion.
Know someone dealing with the same thing?
Send them the health check. They get the same free report, and we send you a thank-you gift.
Opens your own email app with the message ready. Nothing is sent on your behalf. Gift supplied by CV Warehouse.
Organisational health, answered
What is an organisational health check?
A structured assessment of how well the people side of a business is working: whether it can hire and keep staff, whether managers manage, whether it is compliant, and where the risks sit. This one is a self-assessment. You flag the symptoms you recognise and the tool scores them.
Why does organisational health matter?
Most HR problems are visible long before they are expensive. Turnover, lapsed contracts and disengaged teams each show up as symptoms first. Scoring them early is cheaper than discovering them in an exit interview or a MOHRE inspection.
How do you assess organisational health?
By checking a fixed set of areas against a fixed scale. This check uses 17 HR areas grouped into five pillars, weights each symptom by the severity of its area, and produces a score out of 100 for each pillar and overall.
What does an organisational health assessment measure?
Five pillars: talent and retention, performance and capability, culture and engagement, compliance and risk, and operations and reward. Within them, 17 areas, from turnover and leadership to UAE labour-law compliance and pay.
What is the difference between organisational health and employee engagement?
Engagement is one measure inside one pillar: how much discretionary effort people give. Organisational health is the whole picture, including things engaged staff cannot see, such as lapsed contracts, missing successors or an untested safety plan. A highly engaged team can still sit inside an unhealthy organisation.
Can it assess leadership effectiveness?
In part. The leadership and management area asks whether supervisors can set expectations, give feedback and hold difficult conversations without HR in the room. It is a diagnostic of management practice, not a 360-degree review of individual leaders.
Who should run it, and how long does it take?
The owner, general manager or HR lead: whoever handles staff problems when they arrive. It takes about three minutes and needs four details, which are company name, email, headcount band and urgency. There is nothing to upload.
What happens after the assessment?
The report appears on the page immediately: overall and pillar scores, four risk indicators, your strengths, and a ranked action plan split into this week, this month and this quarter, each linked to the template that goes with it. You can print it, copy it, or email it to an HR specialist at CV Warehouse. Nothing is sent unless you send it.