Use when the buyer wants capability transfer and the team has live Talent, HR, analytics, or workflow work to practice on.
Use diagnostic first when the capability gap is vague or live work is not identified.
Avoid when the buyer only wants generic training, certification, inspirational workshop, or outsourced capacity.
Not generic HR training, HRBP academy, leadership development curriculum, staff augmentation, or abstract learning detached from live work.
Target capability, live work context, barriers, practice model, tools, templates, feedback rhythm, and sustainment.
Internal HR Consulting Capability Playbook; intake templates; stakeholder guides; evidence tools; practice rubrics; handoff plan.
Internal owner, method toolkit, practice cadence, quality review, and transition to client ownership.
Participant count, live workstreams, coaching depth, workshop count, artifacts, and sustainment.
