Assessment Model
One assessment that reveals the relationship between people and the workplace
The Hudoa assessment model blends psychological wellbeing indicators with the work experience and leadership to give a clearer picture of stress sources, burnout, belonging, and organizational challenges.
More than a survey — a workplace intelligence model
The assessment doesn’t just measure how an employee feels in general; it links answers to the work context — department, role, tenure, leadership, and workload — while fully protecting privacy.
Employees + managers
Data + analysis
Reports + interventions
Assessment layers
Workplace Intelligence Layer
Measures the work environment, stress, leadership, relationships, psychological safety, balance, and belonging.
Psychological Wellbeing Layer
Measures wellbeing, stress, burnout, resilience, and tension indicators in a non-diagnostic way.
Leadership Experience Layer
Understands the leadership experience from employees’ and managers’ perspectives without turning it into a personal evaluation of the manager.
Open Reflection Layer
Open-ended questions that help build a deeper understanding of stress sources and challenges.
Work-experience dimensions
Work-experience dimensions
- Workload and capacity
- Role clarity and expectations
- Leadership and managerial support
- Psychological safety
- Team dynamics and relationships
- Recognition and growth
- Work–life balance
- Trust and belonging
- Readiness for change
- Meaning and professional motivation
Psychological wellbeing indicators
- Stress
- Burnout
- General wellbeing
- Psychological resilience
- Tension and distress indicators
- Capacity to recover
The assessment uses indicative measures that help understand the overall state of psychological wellbeing in the organization, without issuing medical or psychological diagnoses.
A role-specific assessment
Employees see an assessment suited to their day-to-day experience at work, while managers see an additional layer tied to leadership challenges, decision-making pressure, team support, and managing communication.
| Employee | Manager |
|---|---|
| Work experience | Work experience |
| Psychological wellbeing | Psychological wellbeing |
| Leadership support | Leadership pressure |
| Team & balance | Team management |
Deeper analysis through metadata
Organizational data helps understand differences across departments, branches, job categories, tenure, language, and role type — without revealing individual identities.
DepartmentBranchJob titleTenureLanguageRole typeDirect managerJob level
From answers to measurable indicators
The platform turns answers into scores and indicators that help identify risk levels and priorities — such as operational pressure, low leadership support, or rising burnout indicators.
- Dimension Scores
- Risk Levels
- Risk Flags
- Organizational Health Index
- Priority Areas
AI-assisted analysis with human review
The platform uses AI to link results to organizational patterns and fitting recommendations, then the important outputs go through specialist review before approval.
- No medical diagnosis
- No automated individual decisions
- No disclosure of individuals
- Data-driven recommendations
What does the assessment produce?
For the employee
- A confidential individual report
- Strengths
- Pressure areas
- Personal recommendations
- Suggested programs and content
For the organization
- An aggregated organizational report
- Heatmaps
- Priority Risk Areas
- An initial intervention plan
- Executive recommendations
Privacy is built into the assessment model
- An employee’s report is never shared with the employer
- Small-group results are never displayed
- Results are never used for individual performance evaluation
- Organizational reports are aggregated only
- Individual sessions and recommendations remain confidential
Start with an assessment deeper than traditional surveys
Book an intro meeting to see how the Hudoa assessment model can help your organization understand the relationship between psychological wellbeing and the work experience.