top of page
Group of Asian waiting for an interview

HR Content

Developing internal HR training content is an excellent initiative, especially when conducted by seasoned HR leaders. This approach ensures the alignment of training materials with the organization's ethos, processes, and industry-specific needs. Here's how to approach this:

Understanding HR Talent Needs:

  • Assess the existing skill levels, competencies, and knowledge gaps within the HR department.

  • Identify areas needing improvement or skill enhancement based on the department's specific functions (recruitment, talent management, compliance, etc.).

Content Design & Development:

  • Create a comprehensive curriculum covering various HR functions.

  • Develop modules, manuals, or guides for each topic, including policies, best practices, and procedures.

  • Ensure clarity, relevance, and practicality in the content to make it easy to understand and apply.

Customized Training Material:

  • Tailor the content to match the organizational culture, policies, and processes.

  • Incorporate case studies, real-life examples, and scenarios specific to the organization to enhance relevance.

  • Use interactive elements such as quizzes, exercises, and role-plays for better engagement.

Modular Approach:

  • Divide the content into modules or units for easy reference and flexibility in training sessions.

  • Establish a structured learning path allowing employees to progress step by step in their skill development.

Long-term Strategy:

  • Develop a strategy for content maintenance and updates to ensure it remains current and aligned with evolving industry trends and HR practices.

  • Establish a system for feedback and continuous improvement based on the effectiveness and relevance of the training content.

Training Delivery:

  • Utilize various training methods, such as workshops, seminars, e-learning platforms, or mentorship programs.

  • Encourage participation, discussion, and practical application of the learned concepts in day-to-day HR tasks.

Evaluation & Feedback:

  • Implement assessments or evaluations to measure the effectiveness of the training content.

  • Encourage feedback from employees to refine the content, making it more valuable and impactful.

By creating internal HR training content, you not only enhance the capabilities of your HR team but also establish a robust learning culture within the organization. This internal knowledge repository will serve as a valuable resource for ongoing development and future HR talent.

List of HR Content

competency framework.jpeg

Competency Framework Creation

Creating a new comprehensive framework with more than 50 competencies and their behavioral indicators is a robust approach to talent development. Here's how this content framework can be utilized:

Identifying Core Competencies:

  • Start by segmenting the competencies into categories (e.g., leadership, communication, technical skills, etc.).

  • Prioritize competencies that align with organizational goals, values, and future needs.

Mapping to the Organizational Goals:

  • Ensure alignment between the identified competencies and the strategic objectives of the organization.

  • Highlight competencies that directly impact business performance and growth.

Customization for Different Levels:

  • Tailor the content framework to suit various hierarchical levels within the organization.

  • Define competency expectations specific to entry-level positions, middle management, and leadership roles.

Behavioral Indicators & Assessments:

  • Utilize behavioral indicators to provide tangible examples of how competencies manifest in action.

  • Develop assessments or evaluation tools to gauge employees' proficiency in these competencies.

Integration into HR Processes:

  • Embed the competency framework into HR processes like performance appraisals, talent acquisition, and succession planning.

  • Use it as a guide for identifying training needs and career development paths for employees.

Communication & Training:

  • Conduct training sessions or workshops to familiarize employees with the competency framework.

  • Ensure clear communication about its significance, relevance, and application in their roles.

Ongoing Evaluation & Development:

  • Continuously assess and update the framework based on evolving business needs and industry trends.

  • Encourage feedback from employees on the effectiveness and applicability of the competencies.

Support & Resources:

  • Provide resources like case studies, role-playing scenarios, or mentorship programs to support employees in developing these competencies.

  • Encourage a culture of continuous learning and development aligned with the competency framework.

Leadership Buy-In & Advocacy:

  • Gain leadership endorsement and active support for the competency framework.

  • Leaders should demonstrate and champion these competencies to set an example for others.

An extensive competency framework, integrated seamlessly into organizational processes, can serve as a guiding beacon for employees' development, talent management, and overall organizational success.

Job Interview

Competency Based Interviewing Skills

A selection tool that combines an interview sheet with a diverse range of competencies and behavioral indicators is a robust method to assess candidates effectively. Here's how such a tool might function:

Interview Sheet:

  • Structured interview sheets offer a standardized format for candidate evaluations.

  • They can include sections for personal information, qualifications, work experience, and references.

Competency Assessment:

  • The inclusion of 50+ competencies allows a comprehensive evaluation across various skill sets and behavioral traits.

  • These competencies can cover technical skills, soft skills, leadership attributes, problem-solving abilities, adaptability, etc.

Behavioral Indicators & Rating Scale:

  • Each competency should be associated with specific behavioral indicators (+/- behaviors).

  • Use a rating scale (such as a numerical or descriptive scale) to assess the extent to which candidates exhibit these behaviors.

Interviewer Guidance:

  • Provide guidelines or prompts for interviewers on how to evaluate each competency during the interview process.

  • Include examples or scenarios that align with each competency to aid in evaluation.

Standardization & Consistency:

  • Ensure consistency in evaluating candidates by providing clear definitions for each competency and its associated behaviors.

  • Encourage interviewers to use the same evaluation criteria for all candidates.

Selection Criteria:

  • Define specific selection criteria based on the competencies and behaviors that align with the job role and organizational culture.

  • Prioritize competencies based on their relevance to the role.

Post-Interview Assessment:

  • After interviews, collate and compare evaluations from multiple interviewers to gain a holistic perspective on candidates.

  • Use this data to make informed decisions during the selection process.

Training & Calibration:

  • Train interviewers on how to use the tool effectively and ensure calibration sessions to maintain consistency in evaluations.

Iterative Improvement:

  • Periodically review and update the tool based on feedback, changing job requirements, or emerging industry standards.

Legal & Ethical Compliance:

  • Ensure that the selection tool adheres to legal and ethical guidelines for fair and unbiased candidate assessment.

A comprehensive selection tool like this, integrating competencies, behavioral indicators, and structured interviews, aims to bring objectivity and thoroughness to the candidate assessment process, helping identify the best-fit candidates for specific job roles within the organization.

vision 11.jpg

VISION – Exercise Workshop + Core Values + Business Ethics + Code of Conduct

That sounds like a powerful workshop indeed! Integrating and aligning the leadership team can significantly impact the entire organization's cohesion and productivity. Here's an outline that might enhance this workshop:


  • Define the workshop's primary purpose, emphasizing unity, collaboration, and shared goals across departments.

Icebreaker & Context Setting:

  • Begin with an engaging activity to break the ice and create a conducive atmosphere.

  • Set the context for the workshop, highlighting the importance of teamwork and collaboration.

Vision & Strategy Alignment:

  • Align the leadership team with the company's vision, ensuring everyone understands and embodies it.

  • Review and refine the organizational strategy, ensuring it resonates with all team members.

Communication & Transparency:

  • Emphasize transparent communication as a cornerstone for teamwork and effective leadership.

  • Address any communication gaps or challenges within the team or across departments.

Cross-Functional Collaboration:

  • Encourage collaboration among departments by showcasing the benefits and real-life examples of successful cross-functional teamwork.

  • Conduct team-building exercises or simulations that require collaborative problem-solving.

Leadership Synergy:

  • Foster a sense of collective leadership by highlighting individual strengths that contribute to the team's success.

  • Conduct leadership assessments or exercises to identify complementary leadership styles within the team.

Conflict Resolution & Consensus Building:

  • Address conflict resolution strategies and best practices to manage disagreements constructively.

  • Demonstrate techniques for reaching consensus and making decisions collectively.

Action Planning & Commitment:

  • Collaboratively set actionable goals and action plans that require cross-functional cooperation.

  • Encourage commitment to these plans, outlining responsibilities and timelines.

Celebrating Success & Recognition:

  • Acknowledge and celebrate past achievements resulting from teamwork and collaboration.

  • Implement recognition strategies to appreciate collaborative efforts and successes.

Continuous Improvement & Follow-Up:

  • Outline methods for ongoing evaluation and improvement of collaborative efforts.

  • Schedule follow-up sessions to review progress, address challenges, and reinforce positive behaviors.

Closing & Reflection:

  • Close the workshop with a summary of key takeaways and commitments made.

  • Encourage reflection and feedback from the team to ensure continuous improvement.

This workshop aims to unite the leadership team, breaking down silos, enhancing communication, and fostering a collaborative culture, ultimately leading to increased organizational efficiency and success.



That's a comprehensive approach to develop the Mid to Senior Management Team! Here's how this content might be structured to cover these aspects effectively:

Real-Life Functional Competencies:

  • Functional Skill Enhancement: Tailored training sessions focusing on enhancing technical skills relevant to their roles.

  • Case Studies & Simulations: Real-life scenarios and simulations to apply theoretical knowledge to practical situations.

  • Industry-Specific Training: Industry insights and updates to ensure they stay updated with the latest trends and practices.

Behavioral Competencies:

  • Leadership Development: Workshops on leadership styles, emotional intelligence, and decision-making.

  • Effective Communication: Training sessions to improve interpersonal communication and team collaboration.

  • Conflict Resolution & Decision-Making: Strategies for resolving conflicts and making effective decisions under pressure.

Management Competencies:

  • Team Productivity Enhancement: Techniques to boost team productivity and performance.

  • Process Compliance Training: Detailed sessions on adhering to company processes, legal requirements, and industry standards.

  • Feedback Mechanism & Continuous Improvement: Implementing a robust feedback system to gather insights for ongoing improvement.

Workshop Structure:

  • Assessment & Gap Analysis: Begin with individual assessments to identify skill gaps and areas for improvement.

  • Tailored Training Modules: Customized training modules addressing identified competency gaps.

  • Interactive Sessions & Workshops: Engaging workshops, role-plays, and interactive sessions for skill development.

  • Case Studies & Best Practices: Learning from successful case studies and industry best practices.

  • Feedback Mechanism Implementation: Establishing a structured feedback loop for continuous improvement.

Ongoing Support & Follow-Up:

  • Coaching & Mentoring: Provide ongoing coaching support to reinforce new skills and behaviors.

  • Performance Evaluation & Progress Tracking: Regular evaluations to measure progress against set goals.

  • Adjustments & Refinement: Modify training approaches based on feedback and evolving organizational needs.

By combining functional expertise, behavioral development, and management competencies within a structured workshop format, this content aims to empower mid to senior-level management to lead more effectively, drive productivity, ensure compliance, and create a culture of continuous improvement within the organization.


On-boarding Training Videos

Creating professional, customized onboarding videos is an excellent way to welcome new employees and immerse them in your organization's culture. Here's a potential outline of what such videos might include:

Introduction & Welcome:

  • Start with a warm welcome message from top executives or team leaders.

  • Introduce the company's vision, mission, and values to align newcomers with the organizational ethos.

Company Overview:

  • Provide an overview of the company's history, achievements, and significant milestones.

  • Highlight the company's position in the industry and its unique selling propositions.

Culture & Values:

  • Showcase the company's culture, work environment, and core values.

  • Use employee testimonials to illustrate how these values are embodied in daily operations.

Team Introductions:

  • Introduce key team members or department heads, showcasing their roles and responsibilities.

  • Include brief interviews or snippets of employees discussing their experiences and roles.

Organizational Structure & Processes:

  • Explain the company's organizational structure and how departments or teams collaborate.

  • Outline key processes, workflows, and tools used within the organization.

Benefits & Perks:

  • Highlight employee benefits, such as health plans, professional development opportunities, and company perks.

  • Detail any unique employee programs or initiatives that foster a positive work environment.

Code of Conduct & Policies:

  • Review essential company policies, including ethical standards, diversity and inclusion initiatives, and workplace conduct guidelines.

Work Culture & Expectations:

  • Describe the company's work culture, expectations, and the desired behavioral norms.

  • Clarify performance expectations and growth opportunities within the organization.

Onboarding Procedures & Resources:

  • Provide a step-by-step guide to the onboarding process, including paperwork, training programs, and mentorship.

  • Showcase available resources, including employee handbooks, online tools, and support channels.

Conclusion & Encouragement:

  • End with a motivating message, encouraging new hires to contribute and grow within the organization.

  • Invite them to reach out for any questions or support during their onboarding journey.

Visual Elements:

  • Use high-quality visuals, graphics, and animations to make the video engaging and informative.

  • Incorporate captions or subtitles for accessibility and to aid understanding.


  • Tailor segments of the video to specific departments or roles to make the onboarding experience more relevant for different teams.

Customized onboarding videos serve as an effective tool to introduce new employees to the company's culture, processes, and expectations, setting a positive tone for their journey within the organization.



Developing future leaders for succession planning in a VUCA (Volatile, Uncertain, Complex, Ambiguous) world requires a holistic approach. Here's how the content might cover these critical aspects:

Leadership in a VUCA World:

  • Strategic Thinking: Cultivating a strategic mindset to navigate uncertainties and adapt to rapid changes.

  • Change Management: Equipping future leaders with the ability to lead and manage change effectively.

  • Decision-Making Under Uncertainty: Tools and frameworks for making decisions amid ambiguity.

  • Risk Assessment & Management: Analyzing risks and developing risk mitigation strategies.

Data-Driven Leadership:

  • Data Analysis & Interpretation: Training on data analytics tools and techniques for informed decision-making.

  • Predictive Modeling: Using data to forecast trends and anticipate future scenarios.

  • Business Intelligence & Reporting: Leveraging data for business insights and strategic planning.

Understanding Macro Economic Changes:

  • Macro-Economic Awareness: Understanding global economic shifts and their impact on the industry.

  • Industry Trend Analysis: Analyzing industry trends and aligning strategies accordingly.

  • Geopolitical Considerations: Understanding geopolitical factors affecting business landscapes.

Digitization & Process Innovation:

  • Digital Transformation Skills: Embracing digital tools and technologies for process optimization.

  • Process Innovation: Encouraging innovation in processes to stay ahead in a rapidly changing environment.

  • Agile Methodologies: Adopting agile approaches to adapt and respond swiftly to changes.

Developing Others & Succession Planning:

  • Coaching & Mentorship: Training in coaching techniques to mentor and develop talent.

  • Succession Planning Strategies: Identifying, nurturing, and preparing high-potential employees for leadership roles.

  • Talent Development Frameworks: Implementing frameworks to groom future leaders within the organization.

Workshop Structure:

  • Leadership Development Modules: Structured modules covering leadership essentials, digital literacy, and strategic thinking.

  • Case Studies & Practical Exercises: Real-life scenarios and exercises to apply theoretical knowledge.

  • Industry Insights & Guest Speakers: Bringing in industry experts to share insights on market trends and digital advancements.

  • Simulations & Project Assignments: Hands-on experiences to tackle challenges and implement strategies.

Ongoing Support & Evaluation:

  • Follow-Up & Support Programs: Providing ongoing support through coaching and mentoring programs.

  • Assessment & Feedback Mechanism: Continuous assessment to track growth and identify areas for improvement.

  • Feedback & Adaptation: Incorporating feedback loops to refine and adapt the training content based on evolving needs.

This content aims to nurture future leaders who are not only equipped with the technical skills necessary for their roles but also possess the strategic vision, adaptability, and leadership qualities to drive the organization forward in a VUCA environment while developing and mentoring others for succession planning.

BUY Professional Training Content with Full Customization on
HR Competencies

For more details contact - Call / WhatsApp

bottom of page