The HR frameworks that matter,
made interactive.

The 9-box plots people on two axes — current performance and future potential — producing nine segments that drive differentiated talent decisions.

Best for · Talent differentiation / succession

Dave Ulrich’s model organizes HR’s work into four roles along two axes: strategic vs.

Best for · HR operating model / role clarity

Seven interdependent elements — strategy, structure, systems, shared values, style, staff, skills — that must align for an organization to perform.

Best for · Org alignment / transformation diagnosis

A staged model of how HR functions evolve: from ad hoc personnel administration to an optimizing, data-driven strategic function.

Best for · HR function assessment / transformation roadmap

The standard model for evaluating training: Reaction, Learning, Behavior, Results.

Best for · Training evaluation / L&D ROI

A systematic method for sizing jobs (not people): rate each job against weighted factors, sum the points, band the points into grades.

Best for · Pay equity / grade architecture

The anatomy of a competency framework: core values-based competencies, functional/technical competencies, and leadership competencies, each defined at observable proficiency levels.

Best for · Capability definition / talent standards

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.

Best for · Future workforce supply/demand gaps

The full value exchange between employer and employee — pay is only one layer.

Best for · Retention / EVP / rewards strategy

What great HR professionals are actually good at, per the multi-decade RBL/Michigan research rounds (paraphrased).

Best for · HR professional capability

The employee journey from attraction to alumni, viewed through the moments that disproportionately shape engagement and retention.

Best for · Employee experience / engagement