AI for HR Professionals
capability building,
designed for your organisation.
A custom-built corporate programme for HR business partners, talent acquisition specialists, L&D managers, HR analytics professionals, compensation & benefits specialists, HRIS administrators, and senior HR leaders. We design the curriculum around your tech stack, project archetypes, and target business outcomes — delivered by domain-expert trainers and reinforced through AI-evaluated assessments.
A modular syllabus, built to be tailored.
Below is our reference curriculum. Every syllabus we deliver is tailored to your customer-specific requirements — module depth, sequencing, lab environments, and capstone projects are adapted to your team's starting point, tech stack, and target outcomes.
- GenAI vs. agentic AI vs. classical ML in HR — what each is for
- AI HR-tech categories: sourcing, screening, scheduling, engagement, learning, analytics, onboarding
- Major model families and where each fits in HR work
- The regulatory frame: EU AI Act high-risk classification of employment AI
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Demonstrable skills your team will apply on live projects.
Apply AI across the talent lifecycle
Sourcing, screening, JD generation, interview design, onboarding, learning, engagement, performance, exit — with role-specific patterns for each.
Govern AI ethics in HR with discipline
Bias audits, fairness metrics, candidate consent, transparency by default, human-in-the-loop for adverse decisions.
Evaluate AI HR-tech proposals
Critical assessment of sourcing, screening, engagement, and learning vendors — bias, accuracy, sovereignty, lock-in.
Pass GSDC AI for HR certification
Two attempts; cohort first-attempt pass rate 90%.
Achieve measurable productivity lift
30–50% time savings on JDs, screening notes, policy drafting, learning content design.
Become an AI HR Champion
Equipped to evangelise responsible AI use, mentor HR colleagues, shape AI policy for HR.
Where your team is now vs where they'll be after the programme.
Where most teams start
- ·Aware AI tools exist for HR but unsure which are safe, compliant, and actually useful
- ·Limited fluency with ChatGPT, Copilot, or Claude in HR-specific tasks (JDs, candidate screening, policy drafting, learning content)
- ·No working framework for AI ethics in HR — bias, fairness, transparency, candidate consent
- ·Cannot critically evaluate AI HR-tech vendor pitches (sourcing, screening, engagement, learning)
- ·Lacks awareness of legal/regulatory exposure: EU AI Act high-risk classification of employment AI, India DPDP Act, sectoral overlays
- ·No certification credential to evidence AI fluency for senior HR roles or RFP responses
Where they'll arrive
- ✓Daily-driver AI fluency across the HR lifecycle — sourcing, screening, JDs, policies, learning, engagement, performance, exit
- ✓HR-tech evaluation discipline — can challenge vendor claims on bias, transparency, accuracy, candidate consent
- ✓AI ethics in HR — applies fairness frameworks, bias audits, candidate-facing transparency by default
- ✓Regulatory fluency — EU AI Act high-risk obligations, DPDP Act employee data implications, sectoral guidance
- ✓HR-specific prompt library — 50+ tested prompts for HR's recurring tasks
- ✓GSDC AI for HR certification — globally recognised credential
Built for L&D outcomes, not seat counts.
Prompt discipline, not prompt luck
Learners move from trial-and-error prompting to named patterns such as role prompting, few-shot, prompt chaining, and self-critique.
Reusable team assets
The programme produces Custom GPTs, reusable workflow templates, and a shared prompt library that teams can govern and scale.
Daily productivity workflows
Labs focus on email, reports, slides, meetings, spreadsheets, research synthesis, and role-based business assignments.
Measured time savings
Capstone workflows document recurring task compression, review-cycle reduction, and before/after productivity improvements.
Responsible enterprise use
Learners practise confidentiality, IP, bias detection, verification checklists, and safe-use protocols before adoption at scale.
Sustainment built in
30-day, 60-day, and 90-day check-ins help learners keep pace as ChatGPT features and frontier models evolve.
A four-milestone path from skill gap to client-ready.
Foundation & baseline
Establish a working mental model of ChatGPT, frontier models, tokens, context windows, hallucination risks, and model-selection trade-offs.
Prompt engineering labs
Learners practise CRISPE, SPEAR, role prompting, constraint-led prompting, few-shot prompting, self-critique, and prompt iteration on real work scenarios.
Custom GPTs & workflow automation
Each learner builds reusable GPTs and connects ChatGPT to productivity tools for email, documents, spreadsheets, meetings, and research workflows.
Capstone & sustainment
Learners demonstrate a personal AI productivity system and continue with prompt-of-the-week, model-of-the-month, and 30/60/90-day check-ins.
Want this curriculum aligned to your tech stack and project archetypes?
Why enterprise teams choose the B2B engagement model.
Domain-expert trainers, not professional presenters.
"My job isn't to teach ChatGPT as a tool — it's to help professionals build repeatable AI workflows, verify the output, and reclaim hours from routine work."
Taught by people who've actually shipped the work.
Built for L&D leaders and their learners.
Who this is for
- ·Knowledge workers who want to apply ChatGPT productively in their daily workflows
- ·Business analysts, consultants, marketing professionals, project managers, and individual contributors
- ·Teams that use ChatGPT for occasional drafting but need reliable, business-grade outputs
- ·Managers looking to establish team-wide prompt standards and safe-use protocols
- ·Organisations that want to automate repetitive work across email, spreadsheets, calendars, and documents
Pre-requisites
- ·No coding prerequisite for business and productivity tracks
- ·Basic familiarity with workplace tools such as email, documents, spreadsheets, slides, and meetings
- ·Willingness to bring real recurring tasks into labs for workflow redesign
- ·Enterprise cohorts should align data-handling expectations before learners use company or client information
Trusted by L&D leaders across the world.
"The programme moved our team from random prompting to a repeatable method. The prompt library and Custom GPTs became assets we could actually reuse."
"The most useful part was workflow automation. Learners took their weekly reports, meeting recaps, and research tasks and reduced hours of repetitive effort."
"Responsible use was handled practically. The team finally understood what can be pasted, what must be masked, and how to verify output before sending it."
Questions L&D teams ask before signing.
No. AI will not fully replace HR professionals, but it will change how HR work is done. AI can support resume screening, JD writing, employee surveys, onboarding content, HR analytics, policy search, learning recommendations, and interview scheduling. However, HR still needs human judgment for culture, empathy, conflict handling, employee relations, legal sensitivity, workforce planning, and leadership decisions.