Human Resources Capabilities Model
An HR capability map with 450+ capabilities and Level-2 KPIs across two levels — built to outlast the next HRIS migration. Use it to assess maturity, scope HR RFPs, and align technology to business needs.
About This Capability Model
A comprehensive, industry-agnostic capability map for the Human Resources function, covering 450+ business capabilities organized across 2 hierarchical levels. Use it to evaluate functional maturity, plan capability investments, and align technology to business needs.
Why a capability model, not a prompt
HR spans hire-to-retire across disciplines that rarely get decomposed consistently — talent acquisition, compensation, learning, workforce planning, employee relations — and a generic AI answer tends to default to a shallow "functions of HR" list (recruiting, onboarding, payroll) rather than a genuine capability hierarchy. Capabilities like "Workforce Planning" or "Total Rewards Design" also outlast whatever HRIS or talent platform happens to deliver them today — the platform changes every few years, the underlying capability doesn't.
What's Inside
- Capability Map — 450+ capabilities across 2 hierarchical levels, in PowerPoint, Word, and Excel
- Capability Definitions — Clear descriptions at the most granular level for consistent interpretation
- Capability KPIs — Measurable indicators at Level 2 to assess maturity and performance
How Teams Use It
- Baseline current-state maturity and pinpoint capability gaps before an HR transformation or HRIS replatforming
- Scope HR technology RFPs against actual capabilities instead of a vendor's module list
- Give HR and IT leaders a shared vocabulary that survives the next platform migration
- Prioritize automation and process investment by capability, not by department politics
Who It's For
Enterprise architects, business architects, HR leaders, transformation teams, and technology strategists evaluating or replatforming HR systems.
What's Included
Enterprise License
Consultancy License
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