2025 Awards Categories
Categories for organisations with fewer than 1,000 employees
1. Best Training, Learning and Development
2. Outstanding Employee Engagement
3. Employer of Choice
Categories for organisations with fewer than 250 employees
1. Outstanding Employee Engagement
2. Employer of Choice
Categories for organisations with more than 1,000 employees
1. Best Training, Learning and Development
2. Employer of Choice
3. Outstanding Employee Engagement
Categories for all participants/Organisations
1. Work Life Harmony
2. Young HR Talent of the Year (HR professionals with minimum 1 year experience and 3 years maximum experience in HR)
3. Outstanding Talent Management Strategy
4. HR Team of the Year
5. HR Champion of the Year (MD’s, COO’s CEO’s only)
6. HR Leader of the Year (Heads of HR only)
7. HR Manager of the Year (HR Managers, heads of HR units’ senior HR professionals with minimum 5 Years’ Experience)
8. Outstanding in Employer Branding
9. Outstanding in HR Communication Strategy
10. Outstanding in Workplace Culture and Ethics
11. HR Business Partner of the Year (HR Business Partners, Senior HR Business Partner with minimum 3 years’ experience as a Business Partner)
12. Outstanding in Diversity Equality and Inclusion
For further information please contact HR People Magazine Awards 2025 Phone: 09039549911 and 08068009836
Email: enquiries@hrpmagazineawards.com and editor@hrpeopleafrica.com
PLEASE READ THE INSTRUCTIONS Could be difference of winning and not winning
HR People Magazine Awards 2025 – Judging Criteria and Questions
Guidance for Participants
To ensure a fair and thorough evaluation process, participants must provide clear and truthful responses supported by verifiable evidence. Judges will be assessing the quality, relevance, and impact of submissions based on the provided criteria. Evidence should be concise, well-organised, and presented in a single PDF document. Please adhere to size restrictions and avoid submitting excessive or irrelevant materials, as this may lead to disqualification.
Example of evidence below: Please note that this is only a suggested guide. You are encouraged to provide additional supporting materials such as images, graphs, communiqués, and other relevant documents to strengthen your submission. Please factual and honest with your evidence
Best Work-Life Harmony
This award recognises organisations that have successfully implemented work-life harmony initiatives, demonstrating a measurable return on investment and employee well-being improvements.
What is your company’s primary objective in promoting work-life harmony?
How does your work-life harmony strategy align with your business objectives?
Provide evidence of successful strategy implementation, including improvements in employee performance, satisfaction, or productivity.
Outline the types of leave benefits, employee support schemes, and services available in your organization.
Describe the health and recreation facilities available for employees. What maternity/paternity programmes have been introduced in the last 18 months?
How does management support flexible work arrangements? What is your staff turnover rate?
Example Evidence:
- Employee satisfaction surveys, feedback reports, or case studies.
- Documentation on policies, leave benefits, and wellness initiatives.
- HR reports showcasing retention rates and productivity metrics.
- Testimonials from employees on work-life balance improvements.
Employer of Choice (Over 1000 Employees)
This category is for large organisations that demonstrate excellence in employee engagement, professional development, and workplace culture.
How has your organisation contributed to the development of the community where it operates?
What innovative personal and professional career development opportunities do you provide? What is your employee turnover rate? Provide verifiable evidence.
How do flexible work practices and work-life balance initiatives contribute to employee satisfaction? Describe the quality of working relationships in your organization, focusing on trust, respect, and recognition.
How do employees participate in decision-making? What were the results of your last employee engagement survey?
Highlight the role of the HR team over the past 18 months. What challenges have been faced, and what key achievements or innovations have been introduced?
What are your recruitment and retention strategies, and how do you measure their success?
- Employee turnover reports and engagement survey results.
- Examples of employee development programmes and career growth initiatives.
- Testimonials or case studies on HR initiatives.
- Recruitment and retention strategy documents with measurable outcomes.
- Reward and recognition programme details
- Employee testimonials on career development opportunities
- Flexible work arrangements policy and data on work-life balance initiatives
- Internal survey results on trust, respect, and recognition
- Records of employee participation in decision-making
- Recruitment and retention strategy documents with success metrics
HR Champion (CEO, COO, MD)
This award is for senior executives who champion HR initiatives and create a strong people-focused culture.
- Is the Head of HR part of the company’s board or management team? Provide evidence of leadership’s commitment to HR strategy.
- What HR initiatives have been successfully implemented in the last 12 months? Provide comprehensive information about the initiative.
- Provide examples of leadership behaviours that promotes a great people management culture.
- How involved is the HR Leader in key organisational decisions? Demonstrate with examples.
- How has the organization provided conditions and resources for people practices to drive success?
- What is your perspective on HR’s role in achieving strategic business objectives?
Example Evidence:
- Statements or case studies on leadership commitment to HR.
- Evidence of HR-driven business improvements.
- Reports or testimonials highlighting executive leadership in HR initiatives.
Employer of Choice (Under 1000 Employees)
This category is for mid-sized organizations demonstrating excellence in employee engagement and workplace practices.
- How has your company contributed to community development?
- What performance-linked reward and recognition programs exist? How do employees participate in decision-making? Provide turnover data.
- What innovative career development opportunities are available to employees?
- How do flexible work practices support work-life balance? Describe your recruitment and retention strategies.
- Assess the quality of relationships in your organization in terms of trust, respect, and recognition.
- Highlight HR’s role in business success, including recent challenges, achievements, and collaborations with other departments.
Example Evidence:
- Employee engagement and turnover reports.
- Documentation on recognition and reward programs.
- Case studies or examples of HR team initiatives and business impact.
- Reward and recognition programme details
- Employee testimonials on career development opportunities
- Flexible work arrangements policy and data on work-life balance initiatives
- Internal survey results on trust, respect, and recognition
- Records of employee participation in decision-making
- Recruitment and retention strategy documents with success metrics
HR Business Partner of the Year
Recognizing HR professionals who integrate HR strategy with business needs and drive organizational success.
- Demonstrate expertise in working within a multi-functional team.
- How have you influenced strategic business decisions?
- Provide evidence of HR initiatives that enhanced business performance.
- What continuous development programs have impacted your current role?
- How do you engage leadership in HR agenda-setting?
- Provide a recommendation from a line manager or Head of HR and submit a three-page resume.
Example Evidence:
- Reports on HR interventions and outcomes.
- Documentation of training programs and their impact.
- Leadership testimonials and performance assessments.
- Resume and recommendation letters.
HR Leader of the Year
Recognizing HR leaders who drive strategic impact and business performance.
- How has your leadership contributed to HR team and business success?
- How have you motivated and developed others?
- What innovative methods have you used to share knowledge and engage with the wider business?
- Describe initiatives or technologies you introduced and their impact.
- Provide evidence linking HR strategies to operational or financial performance improvements.
- Who have you mentored in the last five years? Provide names and a three-page resume.
Example Evidence:
- Case studies of HR strategies and business impact.
- Testimonials from mentees and HR team members.
- Resume and career achievements documentation.
HR Manager of the Year
For HR professionals who excel in handling HR challenges and driving organizational success.
- How have you contributed to the success of the HR team?
- How have you inspired and developed others?
- Provide examples of innovative knowledge-sharing and communication strategies.
- How have you engaged with the wider business?
- What achievements make you stand out among peers?
- Highlight a recent HR project from the last 24 months and quantify its impact.
Example Evidence:
- Three-page CV including employment history.
- Letter of recommendation from the Director/Head of HR or CEO.
- Case studies of HR initiatives and outcomes.
Best Training, Learning & Development (Over & Under 1000 Employees)
This award recognizes organizations that invest effectively in employee learning and development.
- How was the L&D strategy developed, and what business needs prompted it?
- How was the strategy implemented and communicated?
- What were the key outcomes of the L&D strategy?
- How was the success of the strategy measured?
- What challenges were faced, and how were they overcome?
- Provide evidence of board/management commitment to L&D.
Example Evidence:
- Documentation of board-level involvement in employee development.
- Testimonials from employees and leaders on training effectiveness.
- Reports on L&D initiatives and their impact.
Outstanding Employee Engagement (Over 1000 and Under 1000 Employees)
An executive summary must be included with your entry to provide judges with a clear understanding and fair assessment of your submission. Where questions are asked, please ensure your responses are comprehensive and appropriately detailed in the designated section. Supporting documents and evidence should be submitted as a single PDF attachment.
- What innovative strategies have been implemented in the past 18 months to enhance employee engagement?
- How has employee engagement impacted retention rates?
- What strategies have you used to align engagement initiatives with career development opportunities?
- What were the results of your employee engagement survey over the past two years (if available)? If you do not have a survey, describe how you collect employee feedback.
- How have you engaged with the business?
- What were the outcomes, and how did the initiatives or strategies add value? (Refer to Question 3.)
Example Evidence:
- Employee engagement strategy documents (e.g., action plans, internal presentations, reports)
- Retention rate data before and after implementing engagement strategies
- Employee feedback reports (e.g., survey results, testimonials, focus group summaries)
- Case studies of employee engagement initiatives and their impact
- Career development programme details that align with engagement strategies
- Internal communications showcasing engagement initiatives
- Business impact reports showing measurable improvements in productivity, retention, or satisfaction
Outstanding Talent Management Strategy
Provide details on how your organisation identifies and nurtures talent, who is responsible for managing talent, how development opportunities are delivered, and how success is measured.
An executive summary must be included to help judges understand and fairly evaluate your submission. Where questions are asked, please respond comprehensively in the designated section. Supporting documents and evidence should be submitted as a single PDF attachment.
Example Evidence:
- How was the Talent Management strategy developed?
- Provide an overview of the Talent Management strategy and clarify who is responsible for attracting talent within the organisation.
- What are the key outcomes of the strategy?
- How has the Talent Management strategy benefited the organisation?
- Provide evidence of how you monitor and measure success.
- Outline any challenges encountered and how the HR team overcame them.
HR Team of the Year
This award recognises an HR team that has effectively collaborated with other business functions to achieve strategic objectives. Submissions can highlight specific projects or demonstrate how the team has contributed to business success. The HR team must consist of at least four members, including the Head of HR, to be eligible for this category.
An executive summary must be included to help judges assess your submission effectively. Where questions are asked, please ensure responses are detailed and well-structured. Supporting documents and evidence should be submitted as a single PDF attachment.
Judging Criteria:
- The structure of the HR department and the role of each position in supporting business objectives. Highlight this in your executive summary.
- Clear evidence of how the team has made a positive strategic impact, supported by examples and documentation.
- Approaches and strategies used to address people management challenges within your business sector.
- The scale of your team, service provision, available resources, and the business environment in which you operate.
- Demonstrable ways in which the team has strengthened the organisation. Supporting evidence such as metrics, case studies, and testimonials is required.
- Feedback from clients or other business units (a minimum of three). Documents, including emails or formal correspondence addressed to the HR department, should be submitted as supporting evidence.
- HR team structure with roles and responsibilities
- Business strategy alignment documentation
- Case studies of HR-led projects and their business impact
- Data on HR policy improvements and results
- Employee engagement and satisfaction surveys
- Testimonials from business leaders and employees
- Service metrics and performance indicators
- Client and internal feedback emails/documents
Employer of Choice (Under 250 Employees)
An executive summary must be included to provide judges with context and clarity in assessing your submission. Responses should be detailed and well-structured in the designated section. Supporting documents and evidence should be compiled into a single PDF attachment.
- What outstanding performance-linked reward and recognition programmes does your organisation offer?
- What innovative personal and professional career development opportunities are available?
- What flexible work arrangements and work-life balance initiatives exist within your organisation?
- Describe the quality of working relationships within your organisation, particularly regarding trust, respect, recognition, and self-worth.
- How do employees participate in decision-making processes?
- Outline your recruitment and retention strategy, including measurable outcomes.
Example of Evidence
Reward and recognition programme details
Employee testimonials on career development opportunities
Flexible work arrangements policy and data on work-life balance initiatives
Internal survey results on trust, respect, and recognition
Records of employee participation in decision-making
Recruitment and retention strategy documents with success metrics
Outstanding Employee Engagement (Under 250 Employees)
Judges will prioritise entries that provide measurable (rather than anecdotal) evidence of the success of employee engagement strategies.
An executive summary must be included for clarity and fair assessment. Responses should be well-detailed and structured in the designated section. Supporting documents and evidence should be compiled into a single PDF attachment.
- What innovative employee engagement strategies have been implemented in the past 18 months?
- How has employee engagement impacted retention rates?
- What strategies have been used to align engagement initiatives with career development?
- How have you engaged with the business?
- What were the outcomes, and how did the initiatives add value? (Refer to Question 3.)
- What were the results of your employee engagement survey over the past two years (if applicable)? If no survey exists, describe how you collect employee feedback.
Example of Evidence
Engagement strategies and action plans
Retention rate analysis linked to engagement strategies
Surveys or feedback mechanisms used for engagement
Case studies of engagement initiatives
Internal communications highlighting engagement efforts
Career development alignment reports
Outstanding HR Communication Strategy
An executive summary must be included to provide judges with an overview of your submission. Responses should be detailed and well-structured in the designated section. Supporting documents and evidence should be compiled into a single PDF attachment.
- How do you secure buy-in from the leadership team, and how do you quantify return on investment?
- How do you align your communication strategy with organisational goals and values?
- What strategies do you use to gather and act on employee feedback?
- How do you facilitate teamwork and collaboration among employees?
- How do you publicise and support key employee initiatives such as recognition programmes and engagement activities?
- How do you prioritise communication during the onboarding process?
Example of Evidence
- Employee feedback surveys on communication effectiveness
- Examples of internal newsletters, meetings, or communication tools
- Recognition program reports and engagement metrics
- Onboarding communication materials
Young HR Talent of the Year
An executive summary must be included to provide judges with a clear understanding of your submission. Responses should be comprehensive and appropriately structured in the designated section. Supporting documents and evidence should be compiled into a single PDF attachment.
- What leadership attributes does the nominee possess?
- How is the individual described by senior management? Provide testimonials.
- Detail projects or initiatives led by the nominee, including their outcomes.
- Describe a challenge the nominee faced in their role and how they overcame it. What lessons were learned?
- How has the nominee contributed to the HR team’s success?
- What are their short- and long-term career goals?
- How has the nominee positively impacted the team during challenging periods?
Example of Evidence
- Leadership testimonials from senior management
- Details of projects or initiatives led by the nominee
- Case studies of challenges overcome, and lessons learned
- Examples of teamwork contributions and impact on HR strategy
- Personal development plan and career goals
- Examples of contributions during challenging periods
Outstanding Workplace Culture and Ethics
This award recognises organisations that have successfully developed a strong workplace culture and ethical framework, contributing to business performance.
An executive summary must be included to provide judges with an overview of your submission. Responses should be detailed and well-structured in the designated section. Supporting documents and evidence should be compiled into a single PDF attachment.
- Describe work-life balance in your company and how your values align with your organisational culture.
- What characteristics have contributed to a positive workplace culture (e.g., communication, growth opportunities, collaboration, rewards)?
- How has your workplace culture and ethics supported business growth and customer attraction?
- How has leadership contributed to fostering a positive workplace culture?
- What challenges have you faced in building company culture, and how were they overcome?
- Provide an example of how company culture influenced an HR strategy.
Example of Evidence
Company values and culture documentation
Examples of work-life balance initiatives
Business impact reports showing how culture improved performance
Example of HR strategy influenced by company culture
Outstanding Employer Branding
This award recognises organisations that have developed a compelling employer brand that enhances recruitment, retention, and engagement.
An executive summary must be included to provide judges with an overview of your submission. Responses should be detailed and well-structured in the designated section. Supporting documents and evidence should be compiled into a single PDF attachment.
- How do you align employer branding with organisational goals and values?
- How do you measure the effectiveness of your employer branding strategy?
- Outline plans to improve or reposition your employer branding.
- How do you secure leadership buy in for employer branding initiatives?
- What is your recruitment and retention strategy?
- What strategies have been implemented to enhance employer branding?
Example of Evidence
- Employer branding strategy document
- Recruitment and retention data linked to branding efforts
- Metrics on branding effectiveness (e.g., social media engagement, survey results)
- Employer value proposition (EVP) document
Final Notes: All submissions must be well-structured, with an executive summary and supporting evidence compiled in a single PDF. Please adhere to submission guidelines to avoid disqualification. Good luck!