A reference for HR practitioners
The frameworks that shape good HR decisions.
Eleven models, each explorable, 3 of them usable with your own data, all quizzable. Read one before a client meeting, or run it end to end.
01 9-Box Grid (Performance × Potential) The 9-box plots people on two axes — current performance and future potential — producing nine segments that drive differentiated talent decisions. Working tool 02 Ulrich HR Model (Four Roles) Dave Ulrich’s model organizes HR’s work into four roles along two axes: strategic vs. operational focus, and process vs. people orientation. 03 McKinsey 7S Seven interdependent elements — strategy, structure, systems, shared values, style, staff, skills — that must align for an organization to perform. 04 HR Maturity Model A staged model of how HR functions evolve: from ad hoc personnel administration to an optimizing, data-driven strategic function. Working tool 05 Kirkpatrick Four Levels The standard model for evaluating training: Reaction, Learning, Behavior, Results. 06 Job Evaluation (Point-Factor Method) A systematic method for sizing jobs (not people): rate each job against weighted factors, sum the points, band the points into grades. Working tool 07 Competency Framework Design The anatomy of a competency framework: core values-based competencies, functional/technical competencies, and leadership competencies, each defined at observable proficiency levels. 08 Strategic Workforce Planning The supply-demand gap model: project the workforce you will have, define the workforce the strategy needs, quantify the gap, and close it with build/buy/borrow/bot decisions. 09 Total Rewards Model The full value exchange between employer and employee — pay is only one layer. 10 Ulrich HR Competency Model What great HR professionals are actually good at, per the multi-decade RBL/Michigan research rounds (paraphrased). 11 Employee Lifecycle & Moments That Matter The employee journey from attraction to alumni, viewed through the moments that disproportionately shape engagement and retention.