HR frameworks
Generic, adaptable conceptual structures for the major areas of HR — the methodologies and operating models behind recruiting, onboarding, performance, development, engagement, retention, planning, succession, design, the lifecycle, governance, operations, reporting, analytics and technology. These are not branded or proprietary methodologies and carry no benchmark data or consulting claims: each framework explains the components and principles so you can build your own. Every framework links to the cluster that puts it into practice. Educational and evergreen.
Conceptual structures you can adapt
- Hiring & onboarding frameworks — recruitment and onboarding structures.
- People frameworks — performance, development, engagement and retention.
- Planning, design & lifecycle frameworks — planning, succession, design and the whole journey.
- Operating, governance, data & technology frameworks — governance, operations, reporting, analytics and technology.
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Hiring & onboarding frameworks
Repeatable structures for recruiting and onboarding.
Recruitment Frameworks
A recruitment framework is the conceptual structure behind how you hire.
Open FrameworkOnboarding Frameworks
An onboarding framework is the conceptual structure behind how you bring people in.
OpenPeople frameworks
Structures for performance, development, engagement and retention.
Performance Management Frameworks
A performance management framework is the conceptual structure behind how you set expectations, give feedback and review performance.
Open FrameworkEmployee Development Frameworks
An employee development framework is the conceptual structure behind how people grow.
Open FrameworkEmployee Engagement Frameworks
An employee engagement framework is the conceptual structure behind how you listen and act.
Open FrameworkEmployee Retention Frameworks
An employee retention framework is the conceptual structure behind keeping the people you want.
OpenPlanning, design & lifecycle frameworks
Structures for planning, succession, design and the lifecycle.
Workforce Planning Frameworks
A workforce planning framework is the conceptual structure behind translating goals into the right people and structure.
Open FrameworkSuccession Planning Frameworks
A succession planning framework is the conceptual structure behind reducing key-role risk.
Open FrameworkOrganizational Design Frameworks
An organizational design framework is the conceptual structure behind how you decide structure.
Open FrameworkLifecycle Management Frameworks
A lifecycle management framework is the conceptual structure for managing the whole employee journey.
OpenOperating & governance frameworks
Operating models and governance for the HR function.
HR Governance Frameworks
An HR governance framework is the conceptual structure behind oversight and accountability in HR.
Open FrameworkHR Operations Frameworks
An HR operations framework is the conceptual structure behind how the HR function operates.
OpenData & technology frameworks
Structures for reporting, analytics and technology.
HR Reporting Frameworks
An HR reporting framework is the conceptual structure behind consistent reporting.
Open FrameworkHR Analytics Frameworks
An HR analytics framework is the conceptual structure behind turning people data into insight.
Open FrameworkHR Technology Frameworks
An HR technology framework is the conceptual structure behind technology decisions.
OpenWhere this fits
Every page links into the detailed clusters that make it real.
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Frequently asked questions
What is an HR framework?
An HR framework is a repeatable, conceptual structure for thinking about and running an area of HR — the components, principles and operating model behind it. These pages explain generic, adaptable frameworks you can shape to your context, not branded or proprietary methodologies.
Do you present specific named or proprietary frameworks as authoritative?
No. We avoid presenting any branded or proprietary methodology as the authoritative one. The guidance is generic, conceptual and adaptable, with no consulting claims.
Does it include benchmark data or statistics?
No. There is no benchmark data, no statistics and no fabricated studies. Frameworks are conceptual structures, not data sets.
How do frameworks connect to the rest of the site?
Each framework links to the cluster that puts it into practice — the relevant operations, metrics, templates, playbooks and lifecycle stage — so the concept connects to the doing.
Who are these frameworks for?
HR and operations leaders, founders and managers who want a clear conceptual structure for an area of HR before building their own version.