Human Resources templates

Ask former employers for a complete assessment of a candidate: employment dates, conduct, timekeeping, performance, and any disciplinary history. A key building block for confident hiring in sensitive sectors.

Make it easy for your team to put forward candidates for open roles: referrer details, candidate information, the suggested position, and an attached CV. It turns your employees' networks into a steady talent pipeline.

Go deeper on every internal referral: the relationship to the candidate, the reason for putting them forward, and a rating of their communication, teamwork, and professional judgment. It helps recruiters prioritize the strongest endorsements.

Put on record that an employee has declined medical care: the reason for the decision, an acknowledgment of the risks, and the employee's signature. It protects the company while documenting the worker's informed choice.

Receive applications with all the essentials: personal information, desired position, work type, an attached resume, and optional demographic details. A tidy front door for your recruitment process.

Vet a person's suitability to handle merchandise, equipment, and money: background history, references, banking details, medical conditions, and signed declarations. A thorough screening for roles that demand complete trust.

Formally document workplace infractions: the date and place of the incident, a detailed description, corrective measures, and the disciplinary action applied. It keeps your disciplinary process consistent and well recorded.

Find out what keeps your people on board and what might drive them away. The survey gathers opinions on satisfaction, work priorities and the ideal cadence for growth conversations, giving HR teams early signals before talent walks out the door.

Document how well each team member follows safety standards over a given period. Supervisors record their assessment, score the quality of the work and sign off, creating a formal record for the HR file.

Ask your workforce how they perceive the company's safety culture, from training and protocols to equipment and communication. The answers help you spot risks early and decide where prevention efforts matter most.

Keep an orderly record of safety violations at your worksite: who was involved, where and when it happened, the consequences and the disciplinary measure applied. A supervisor signature closes out the file.

An anonymous survey with a workplace matrix, eNPS, and room for suggestions.

Invite each employee to reflect on their own performance, covering achievements, challenges overcome, areas to improve and goals for the coming year. The result fuels more honest development conversations between staff and their managers.

A short format for staff to assess their own work, from responsibilities handled to goal completion and an overall score. Perfect as input ahead of the annual review with HR.

Close out the file of someone leaving the company with everything in one place: contact details, reason for departure, remaining leave balance, final pay method and sign-offs from management, HR and payroll.

Handle shift swaps without email chains: who is handing over the shift, who is taking it, why the change is needed and the three signatures that make it official. Everything stays on record for the supervisor.

Give one-on-one supervision meetings a clear structure: performance for the period, concerns, success stories, growth suggestions and agreed actions. Both parties sign to confirm the record reflects the conversation.

Formalize the end of an employment relationship in an orderly, tactful way: type of termination, reasons, supporting documents, the employee's statement and any rehire conditions, all backed by signatures.

Receive and resolve your team's requests for days off in one place: dates, reason, whether available vacation time will be used and the final approval status. Less paperwork for HR.

Capture weekly working hours without paper forms: employee details, the period covered, hours per day, pending reimbursements and an optional productivity self-check. Handy for payroll and attendance control.

Follow each person's progress through the onboarding and training plan: company modules, policies, role-specific sessions, IT and security. The evaluator confirms which sessions are done and which remain.

Check how much your team retained after a training session with multiple-choice questions on safety, confidentiality and compliance. The results show exactly which topics need reinforcement.

Give HR teams a simple way to log and track which training modules — process, skills, product, or systems — an employee needs, replacing manual paperwork.

Learn whether your training programs actually work by asking about material quality, trainer performance and practical usefulness on the job. Use the answers to fine-tune upcoming courses.

Document an employee's move between departments: effective date, transfer action, reason and the tasks they will take on in the new role. The HR and administration directors sign to authorize the move.

Let staff apply for a department change without friction: current details, the new destination, proposed schedule and the full signature chain up to the CEO. A practical way to encourage internal mobility.

Request company sign-off before traveling to a conference, audit or inspection visit: destination, dates, purpose and the estimated expense budget. The approver signs right on the form.

Understand why people leave your organization: the factors behind the decision, perceptions of leadership, feeling valued and openness to returning. Key intelligence for reducing future turnover.

Formalize the handover of company assets and the responsibilities that come with them: verified contact details, a description of the assigned items and the employee's express acceptance of the terms.

Centralize vacation requests from your workforce: type of leave, start and end dates and any supporting documents. HR sees everything in one panel without chasing emails.

Track the vaccination status of your staff by location and plan ahead for pending boosters. Each person reports their current stage and the dates of upcoming booked doses.

Issue a formal notice for inappropriate conduct, rule violations or repeated lateness: the grounds for the warning, the specific facts and the corrective actions required, signed by both parties.

Lets companies interested in hiring register their contact details, credentials and staffing priorities in one place. A great fit for job boards, workforce programs and employment agencies building an employer network.

Captures a formal statement from a company about an employee's role, tenure, pay and record with the organization. Commonly requested for credit applications, housing paperwork, job references and legal matters.

Asks employers how well the recruitment services they receive are working and where things could improve. A handy tool for HR teams and placement agencies looking to fine-tune their hiring program.

Brings together a candidate's personal details, resume, motivation letter and references in a single step. Your recruiting team receives complete, comparable applications from the very first touchpoint.

Documents a person's working relationship — role, income, pay frequency and stability — as attested by their company. Useful whenever a third party needs proof of someone's current work situation.

Confirms that a candidate is authorized to work: it collects their details, identity documents and permits, plus signatures from both the worker and the company. A clear compliance workflow without the paperwork.

Invites staff to weigh in on the company, their role, management and the working climate through open questions and rating scales. An honest snapshot that helps improve culture and keep talent on board.

Certifies a worker's salary and contract terms with signatures from both the employee and the company. Perfect backup for credit, rental or benefit applications that call for proof of income.

Collects a client's work background — employer, role, pay, termination details and any severance agreements. Built for law offices and advisors sizing up employment cases before the first consultation.

Attests to the work situation of someone applying for child care services or subsidies: role, schedule, pay and employer details, signed by both parties. It speeds up the program's requirements review.

Secures a candidate's or employee's signed consent to check their work history, and records the previous employer's response. The whole reference process stays documented in one place.

Before the year closes, staff share how work felt: climate, communication, recognition, growth and goals achieved. A complete diagnosis so the company starts the new year with a clear direction.

Collects the view of someone who has just finished a placement about the team, the mentoring received and what they learned. It mixes closed questions with open boxes for the best and worst moments. Lets the company tune the programme before the next cohort arrives.

Structures a team leader's periodic review of an engineer's work. It scores technical skills and communication through rating grids, with comments and signatures from both parties.

Measures how willing directors are to recommend the organization as a place to work. It pairs the eNPS score with open questions about what works, what could improve and interest in taking on more responsibility.

Receives applications for junior roles with each candidate's academic background, certifications, and CV in a single submission. Recruiters can quickly filter by degree class and national service status.

Voluntarily and anonymously gathers demographic details on gender, ethnicity, age, religion, and caring responsibilities. Lets organizations measure the diversity of their processes and spot inclusion gaps.

Plan your team's year-end party without guessing: poll dates, food allergies, Secret Santa participation, and even everyone's favorite holiday songs and movies.

Receive applications for your executive assistant opening through one polished online form. Candidates share contact details, career background, key skills and supporting documents such as a resume and cover letter, so your hiring team can compare profiles at a glance.

Connect with prospective executive coaching clients by learning their preferred format, availability and professional context. Everything you need to know before booking the first session.

Capture the essentials for a new leadership hire in seconds: name, title, email and work phone. A quick first step that kicks off the onboarding process smoothly.

Document a departing employee's exit with key dates, structured ratings and open reflections on their experience. HR gains valuable insight for reducing turnover.

Guide the final conversation with a departing employee: reasons for leaving, career opportunities and workplace ratings. Date and signature fields close it out formally.

Understand why people leave with reasons, an experience matrix, and suggestions.

A brief questionnaire to understand why an employee is resigning and how they experienced the professional environment. It also covers reported complaints and settlement of final pay.

Uncover the real reasons behind each resignation with questions on pay, treatment, training and culture. Spotting patterns helps you build a better workplace.

Request reimbursements with category, amounts, and attached receipts.

Records any contact with hazardous substances or unsafe conditions at work as soon as it happens: what occurred, where, which actions were taken, and whether follow-up is needed. A key tool for occupational safety teams.