Brochure · AI Maturity Assessment
What you believe about AI readiness, and what is actually happening
A diagnostic that measures structural maturity, workforce practice and staff orientation toward AI separately, and shows the gaps between them.
Most AI-readiness assessments ask leaders to rate the organisation on a scale and report a single number. But an organisation can hold policy and tooling that nobody actually uses, and a confident leadership view can sit on top of very different frontline behaviour. What matters is the gap between what the structure says, what staff actually do, and how they feel about it. This diagnostic measures each of the three separately and shows those gaps by business unit.
The proposition
TalentJam measures three distinct things from three separate populations: structural maturity across six pillars, workforce practice (what staff actually did last month), and orientation across six constructs, then shows the gaps between them, with a prioritised action plan for each business unit.
What it provides
Structural maturity profile. Six pillars, each rated on five levels by the people closest to it.
Workforce practice measurement. Behaviourally anchored questions on what staff actually did last month, surfacing shadow AI usage and governance gaps by business unit.
Orientation profiling. Six constructs, including trust, anxiety, perceived impact, support and engagement, reported separately because an anxious promoter needs a different response from an anxious detractor.
Gap analysis & action plan. Structure-vs-practice, practice-vs-attitude and leadership-vs-workforce gaps, with a prioritised action plan targeted by business unit.
Why TalentJam
Shows where things differ. Each pillar is reported on its own, so a Strategy 4 / Governance 1 result shows up as the specific risk it is instead of averaging out to 2.5.
Measured from behaviour. We ask staff what they actually did, instead of asking them to rate themselves, so leaders see what is really happening across the business.
No licence required. Runs from a single HRIS extract; the platform handles routing, invitations and nudges, with the survey live within five working days.
Designed to re-run. Operates as a pulse survey, which can be re-run at three, six or twelve months to track your AI change programme. Each run shows what has changed since the last.
Next step
A 30-minute scoping conversation, then a fourteen-day, fixed-scope diagnostic — no existing TalentJam licence required. You receive two reports: a board-ready summary, and a detailed intelligence report for HR and transformation leads.
