Brochure · AI Maturity Assessment
What you believe about AI readiness, and what is actually happening
A robust multi-dimensional diagnostic that measures structural maturity, workforce practice, and staff orientation toward AI separately, then surfaces 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. The signal is not the average, it is the gap between what the structure says, what staff actually do, and how they feel about it. This diagnostic measures all three, separately, and makes those gaps visible 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 surfaces the gaps between them. Reported as a profile (never a single score) with a prioritised action plan, by business unit.
What it provides
Structural maturity profile. Six pillars assessed across five levels by the people with direct visibility into each, reported as a profile, never a single score.
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, 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
No roll-up score, ever. Any deviation between pillars is the finding. A Strategy 4 / Governance 1 profile is a specific, urgent risk, not an average of 2.5.
Measured, not self-rated. Practice is captured from what staff actually did, not how they rate themselves. That distinction shows leaders what is actually 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. Repeated runs are where the value compounds.
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.
