AI assessment for HR management competency
Rubric-graded, human signed-off. Not a quiz generator.
Free plan - no card required.
Scorafy is the assessment-feedback layer for HR development and L&D. It reads an HR practitioner's open-ended submission - a written response to a grievance or misconduct scenario, a performance-management plan, an employment-law application or a recorded difficult conversation - then scores it against your own rubric with cited evidence taken from the work. A reviewer such as an HR leader or L&D lead checks every result and signs off before it is recorded, so no judgement is made by software alone. It is not an HRIS or case-management system - it reads the submission the way a leader would and handles the grading and feedback alongside the tools you already use.
What you assess for HR management competency
- Handling a grievance or misconduct matter fairly and following a defensible process, including procedural fairness
- Managing underperformance, including how the practitioner sets expectations, evidences the issue and supports improvement
- Applying employment law and policy correctly to a real situation rather than reciting the rule
- Navigating a sensitive change such as a restructure or redundancy with care and compliance
- Coaching a line manager through a people issue rather than taking it over
A worked rubric criterion
You define the criteria and levels. Scorafy grades each answer against them, with the evidence.
Criterion
Handles an employee grievance fairly and procedurally
Why a quiz won't cut it
A multiple-choice quiz can confirm an HR practitioner knows a policy exists, but it cannot show whether they would run a grievance fairly, manage underperformance without creating legal risk, or hold a hard conversation with care. HR competency is judgement and conduct under real pressure, and it lives in how a practitioner handles a scenario and justifies the decision. Scorafy grades that open-ended evidence against your rubric, so you assess how they would actually handle people matters, not whether they passed a policy quiz.
Written, video, audio or file
A recorded response adds value because so much of HR is the conversation itself. A practitioner can upload a recording of how they would run a difficult conversation - a grievance hearing, a performance discussion or a termination - plus written documents such as a plan or a case note. Scorafy assesses the spoken handling alongside the documents against your rubric, so both the approach and the reasoning are part of the evidence the reviewer confirms.
A qualified person signs off
Scorafy drafts the scoring against your rubric and references the evidence. A qualified assessor reviews every result, overrides anything, and finalises it. The AI score is kept alongside the human-final score as an audit trail, so no decision is solely automated and every result can be explained.
Compliance and defensibility
HR sign-off affects whether someone is trusted to handle sensitive, legally exposed people matters, so a human reviewer should confirm it. Scorafy is built compliance-first under the GDPR and the EU AI Act, which matters when submissions can touch real employee scenarios. A reviewer checks and signs off every result - there is no solely-automated decision. Every score keeps an audit trail showing the cited evidence and the reviewer who confirmed it, which gives the team a consistent, defensible record of who was assessed ready and on what basis.
Frequently asked questions
Can Scorafy assess a grievance or misconduct scenario response?
Yes. A practitioner can submit a written response to a grievance, misconduct or performance scenario, plus a recorded conversation. Scorafy assesses all of it against your rubric, cites what supports each judgement, then a reviewer such as an HR leader signs off.
Can the rubric reflect our own policies and jurisdiction?
Yes. You write the rubric, so it can require practitioners to apply your policies and the employment law that applies to you. Scorafy grades the evidence against those criteria and shows the reasoning behind each score.
Does software decide whether someone passes?
No. Scorafy drafts the scoring against your rubric and shows its reasoning, but a reviewer checks, can override any score, and signs off before the result is recorded. No decision is made by software alone.
Is Scorafy an HRIS or case-management system?
No. Scorafy is the assessment-feedback layer. It grades open-ended HR work against your rubric, and it works alongside whatever HRIS, case-management or LMS tools you already use.
See it on your own rubric
Start free, build one rubric, and run a real submission through it before you decide.