HR Frameworks is a collection of the models HR professionals can consider when advising organizations — each one explorable, several usable with your own data, all quizzable.

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.

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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.

McKinsey 7S

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

HR Maturity Model

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

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Kirkpatrick Four Levels

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

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.

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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.

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.

Total Rewards Model

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

Ulrich HR Competency Model

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

Employee Lifecycle & Moments That Matter

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