HR DELIVERY / IN-HOUSE WORKSHOPS
Explore 63 introductory workshops, delivered in-house and shaped around your organisation. Bring a real question, try a useful approach and leave with a practical next step.
63focused workshops
07connected subject areas
01day to explore and apply
A PRACTICAL FIRST STEP
These are introductory tasters: a lively, focused way to understand a subject, explore a model and try an approach with colleagues. Short explanations, realistic cases, small-group activities and peer feedback make the learning useful and enjoyable.
Every day is agreed with the client. We tailor the emphasis, audience, case examples and timings, including local scheduling needs. A taster provides a starting point for practice; a full diagnostic, professional qualification or completed organisational system requires further work.
Make sense of the topic and the model behind it.
Test ideas through a case, activity or guided conversation.
Take working notes and a focused action back to your role.
THE WORKSHOP COLLECTION
Every brochure includes the learning objectives, model or working approach, activities, a suggested day agenda, takeaways and workplace application. Open it on screen or keep a PDF copy. Brochures are in English.
63 workshops across 7 subject areas
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6 workshops
ONE DAY · IN-HOUSE
Connect business priorities to people choices through a practical introduction to HR strategy. Explore evidence, compare responses and draft a Line-of-Sight Record that links one organisational outcome with actions, ownership and meaningful review.
ONE DAY · IN-HOUSE
Explore how future work translates into capability, capacity and workforce choices. Use a simple demand scenario, examine supply constraints and compare responses through the 8A Strategic Workforce Planning System, with clear assumptions and review triggers.
ONE DAY · IN-HOUSE
Examine what the organisation needs from HR and what reliable delivery requires. Map a service journey, identify demand and ownership gaps, and explore how process, capacity, expertise and governance connect through the Provision-to-Capability Map.
ONE DAY · IN-HOUSE
Practise the conversations that connect HR advice with business needs. Explore stakeholder expectations, challenge an initial request, interpret relevant people evidence and agree a proportionate response with clear responsibilities, influence and follow-through.
ONE DAY · IN-HOUSE
Explore the people decisions that arise when an organisation operates across countries. Compare global consistency with local requirements, examine a cross-border expansion case and identify the evidence, responsibilities and specialist advice needed before action.
ONE DAY · IN-HOUSE
Learn to choose an HR framework for a clear question rather than starting with a favourite diagram. Compare selected HR Delivery models, test their assumptions and practise a bounded application with evidence, ownership and review.
7 workshops
ONE DAY · IN-HOUSE
Explore how an employee value proposition connects organisational needs with what people value and experience. Use the Promise-to-Proof EVP System to test an employment promise, identify gaps and draft evidence-backed messages and delivery responsibilities.
ONE DAY · IN-HOUSE
Connect recruitment activity with the work and capabilities your organisation needs. Explore the Attraction Evidence Loop, diagnose a candidate journey and compare targeted improvements to role requirements, reach, assessment and the transition into employment.
ONE DAY · IN-HOUSE
Design onboarding around readiness to contribute. Explore the Role Readiness Pathway, map a new colleague's journey and identify practical milestones, manager responsibilities and support that connect induction information with confident, appropriately supported performance.
ONE DAY · IN-HOUSE
Examine why people stay or leave and where workforce movement affects organisational continuity. Use the Stay System to interpret experience and movement evidence, explore underlying conditions and prioritise proportionate retention actions with clear ownership and review.
ONE DAY · IN-HOUSE
Practise structured, job-related interviewing from preparation to evidence review. Develop focused questions, use appropriate probes, distinguish observation from impression and compare candidate evidence against shared criteria through a realistic interview and panel exercise.
ONE DAY · IN-HOUSE
Build informed questions about psychometric testing at work. Explore purpose, evidence quality, score interpretation and participant experience, using fictional materials to understand when qualified test users and specialist review are needed before selecting or interpreting an instrument.
ONE DAY · IN-HOUSE
Explore how assessment centres connect work requirements, exercises and evidence. Practise observing fictional behaviour, mapping criteria across activities and discussing assessor judgements, while identifying the design, training and pilot work needed before a real centre operates.
13 workshops
ONE DAY · IN-HOUSE
Explore how organisational diagnosis turns a broad concern into focused enquiry. Use the eight-dimension OD Diagnostic Framework to interpret illustrative evidence, test competing explanations and identify proportionate priorities for further investigation and action.
ONE DAY · IN-HOUSE
Explore how to assess HR role capability through clear expectations and relevant work evidence. Use the Capability Assessment Framework to plan a developmental enquiry, distinguish evidence gaps from skill gaps and practise a constructive feedback conversation.
ONE DAY · IN-HOUSE
Explore the people and operating conditions that help change take hold. Use a realistic implementation case to map impacts, clarify ownership and connect communication, support, capability and capacity with the adoption of new ways of working.
ONE DAY · IN-HOUSE
Explore readiness for a specific change, group and point in time. Use 4C to distinguish understanding, support, ability and operating capacity, combining employee insight with practical delivery evidence to identify what needs attention before the next step.
ONE DAY · IN-HOUSE
Explore organisational design beyond the organisation chart. Connect strategy with work, decisions and accountabilities, compare two design options and identify their people, service and transition implications through a practical introduction to the HR Delivery framework.
ONE DAY · IN-HOUSE
Turn broad values and competency language into clearer expectations for everyday work. Explore the Competency and Capabilities Framework, draft observable indicators for one role and test whether colleagues can interpret them consistently and identify relevant evidence.
ONE DAY · IN-HOUSE
Understand how job evaluation uses evidence about required work to support consistent relative job value decisions. Explore EVALUATE, compare fictional role information and distinguish evaluation, market pricing and individual contribution before considering scheme design or implementation.
ONE DAY · IN-HOUSE
Explore organisational development as a participative approach to improving how work gets done. Practise contracting an enquiry, understanding a system, involving stakeholders and designing a small intervention with clear ownership, learning and review.
ONE DAY · IN-HOUSE
Explore how to turn a workplace improvement idea into a manageable project. Practise defining scope, sequencing work, handling risks and reporting decisions through a realistic HR implementation case.
ONE DAY · IN-HOUSE
Practise a disciplined response to internal consulting requests. Learn to clarify the problem, contract the work, test evidence and present useful options while building ownership with the people responsible for change.
ONE DAY · IN-HOUSE
Investigate delays, rework and unnecessary handovers in a service process. Map the current flow, test causes and design a small improvement experiment with measures that balance speed, quality and workload.
ONE DAY · IN-HOUSE
Compare a small selection of change approaches and decide what each can help you understand. Practise choosing and combining suitable lenses for a change challenge while keeping evidence, context and implementation responsibilities clear.
ONE DAY · IN-HOUSE
Explore how to assess a restructuring proposal through work, decisions, capability and people impact. Practise comparing options, testing interfaces and identifying transition questions before a new organisation chart becomes the answer.
15 workshops
ONE DAY · IN-HOUSE
Learn to investigate a training request before choosing a course. Use the 7A framework to connect required work, capability evidence and root causes, then draft a focused development response with workplace support.
ONE DAY · IN-HOUSE
Use the 3S framework to make strong individual contribution visible. Practise discussing work evidence, choosing a meaningful development priority and designing supported practice without assuming that career growth must mean becoming a manager.
ONE DAY · IN-HOUSE
Explore everyday management through the 3P9C framework. Practise prioritising work, coordinating people and discussing performance, then choose a small management routine to improve with clear expectations, feedback and evidence from the team.
ONE DAY · IN-HOUSE
Explore leadership practice through the 3D9C framework. Work on a strategic choice, a partnership challenge and a delivery decision, then identify a focused behaviour to practise with feedback in your organisational context.
ONE DAY · IN-HOUSE
Explore seven practices that strengthen team working. Use shared tasks to examine contribution, trust, challenge and commitments, then draft a practical team experiment linked to an outcome the group needs to deliver together.
ONE DAY · IN-HOUSE
Explore when coaching, mentoring or instruction can help. Practise contracting, listening and purposeful questions, then connect a short development conversation to workplace action while keeping roles, information boundaries and appropriate support clear.
ONE DAY · IN-HOUSE
Use the S8 framework to explore continuity risk and future-role requirements. Practise examining readiness evidence, distinguishing emergency cover from succession and proposing development actions that build options without promising appointments.
ONE DAY · IN-HOUSE
Prepare for the transition from doing the work to managing a team. Practise listening, setting expectations, delegating and establishing review routines, then draft a realistic first-100-days roadmap with an immediate 30-day starting point.
ONE DAY · IN-HOUSE
Design a focused leadership activity around an observable behaviour and real organisational work. Practise building a decision scenario, facilitating reflection and planning application, using the 3D9C framework to connect activity choices with leadership purpose.
ONE DAY · IN-HOUSE
Build a practical management exercise around a recurring workplace task. Use 3P9C to choose the focus, design instructions and feedback, rehearse a short activity and connect the learning to a management routine participants can trial.
ONE DAY · IN-HOUSE
Design a team activity with a clear connection to shared work. Practise creating an inclusive task, observing interaction and facilitating a useful debrief, then turn the learning into an agreement the team can test.
ONE DAY · IN-HOUSE
Turn broad behavioural expectations into observable actions relevant to a role. Practise writing indicators, examining examples and testing interpretation with colleagues, then plan a small developmental pilot with clear ownership and appropriate evidence boundaries.
ONE DAY · IN-HOUSE
Define technical expectations around real tasks, judgement and work products. Practise writing proficiency indicators, selecting evidence and checking requirements with specialists, then prepare a focused pilot that keeps competence, qualification and professional authorisation distinct.
ONE DAY · IN-HOUSE
Plan evaluation around the decision a learning initiative must support. Distinguish participant experience, learning, workplace application and results, then draft a proportionate evidence plan that recognises context, transfer conditions and limits on attributing outcomes to training.
ONE DAY · IN-HOUSE
Build and rehearse a short learning session around a clear workplace objective. Practise giving instructions, involving learners, checking understanding and providing feedback, then revise your session and plan supported application after delivery.
9 workshops
ONE DAY · IN-HOUSE
Explore how employee engagement evidence becomes useful action. Participants distinguish outcomes from drivers, interpret a fictional heat map, prioritise practical improvements and prepare a conversation that closes the feedback loop with employees.
ONE DAY · IN-HOUSE
Explore wellbeing through the conditions of work, management practices and available support. Participants map a workplace pressure, compare prevention and support options, and develop a small improvement proposal with ownership and review questions.
ONE DAY · IN-HOUSE
Turn staff satisfaction feedback into questions and actions that improve employment experience. Participants review survey purpose, test sample questions, interpret mixed evidence and prepare a focused response with clear ownership and communication.
ONE DAY · IN-HOUSE
Explore the gap between stated values and everyday experience using the 3E Culture Map. Participants examine workplace incidents, identify reinforcing routines and prepare a small behavioural experiment with leadership ownership and review evidence.
ONE DAY · IN-HOUSE
Design short activities that support learning, connection and participation. Participants experience and adapt several formats, practise clear briefing and debriefing, and choose inclusive options suited to the group, purpose, setting and available time.
ONE DAY · IN-HOUSE
Explore practical inclusion in diverse Gulf workplaces without relying on stereotypes. Participants examine access, communication and everyday decisions, rehearse respectful responses to exclusion and develop a small change that improves participation and fairness.
ONE DAY · IN-HOUSE
Explore practical responses to workplace pressure through demands, resources and recovery. Participants map a stressful work pattern, rehearse a prioritisation conversation and prepare a realistic plan combining changes to work with appropriate personal support.
ONE DAY · IN-HOUSE
Build confidence in a supportive first workplace response to mental health concerns. Participants practise listening, discuss practical work support, clarify confidentiality and role boundaries, and identify appropriate professional or urgent assistance routes.
ONE DAY · IN-HOUSE
Make HR messages clearer, more useful and easier to act on. Participants analyse audience needs, rewrite a complex announcement, choose suitable channels and prepare a communication sequence with feedback and understanding checks.
7 workshops
ONE DAY · IN-HOUSE
Explore how clear expectations, useful conversations and balanced evidence connect everyday work with organisational priorities. Practise selected performance management decisions and prepare a focused first application using the seven-stage PERFORM Framework.
ONE DAY · IN-HOUSE
Build a clear starting point for reward decisions by separating job value, market evidence, contribution and affordability. Explore the Reward Decisions Model, compare simple options and practise explaining a provisional recommendation.
ONE DAY · IN-HOUSE
Explore the organisational conditions that support dependable performance over time. Examine shared purpose, coordination, decision rights, learning and sustainable capacity, then design a small workplace experiment using an accessible workshop working model.
ONE DAY · IN-HOUSE
Practise a fair first response when performance falls short. Explore expectations, evidence, employee perspective and support, using selected PERFORM focus questions to prepare a useful conversation and recognise when specialist guidance is needed.
ONE DAY · IN-HOUSE
Prepare balanced performance reviews that bring together agreed expectations, representative evidence and employee perspective. Practise a review conversation and a simple calibration exercise, then identify improvements to preparation, records and follow-up.
ONE DAY · IN-HOUSE
Learn how to frame a credible salary and reward comparison across Gulf contexts. Practise matching roles, checking survey definitions and normalising fictional package data, while identifying uncertainty and the country-specific review needed before decisions.
ONE DAY · IN-HOUSE
Explore how everyday appreciation can recognise useful contribution with specificity, fairness and respect for individual preferences. Practise meaningful messages, examine visibility gaps and design a small appreciation experiment using a straightforward workshop working model.
6 workshops
ONE DAY · IN-HOUSE
Explore how employees and managers experience an HR service from finding help to reaching a clear outcome. Practise journey mapping, proportionate listening and selecting one improvement through a realistic service case.
ONE DAY · IN-HOUSE
Build confidence in using people data to answer a practical decision question. Explore definitions, simple comparisons and uncertainty, then create a short evidence brief and an outline for reviewing the action taken.
ONE DAY · IN-HOUSE
Explore where AI assistance may be useful in HR and where its limits matter. Practise defining a bounded use case, checking synthetic demonstration outputs and planning meaningful human review before considering any workplace pilot.
ONE DAY · IN-HOUSE
Develop a practical approach to recognising employment law questions across Gulf operations. Learn to establish jurisdiction and worker scope, check current official sources, record uncertainty and prepare a focused referral for appropriately qualified local advice.
ONE DAY · IN-HOUSE
Practise the everyday conversations and handovers that help employees and managers get useful HR support. Learn to clarify requests, explain next steps, maintain ownership and close queries clearly while recognising confidentiality and specialist referral needs.
ONE DAY · IN-HOUSE
Build confidence in preparing and holding a sensitive workplace conversation. Practise neutral openings, active listening and clear boundaries through fictional HR situations, then agree realistic next steps while recognising when to pause or seek specialist support.
YOUR PEOPLE. YOUR PRIORITIES.
Tell us the topic, audience and workplace challenge. We will agree a focused in-house workshop, the practical arrangements and what participants should take back to work.
