Objectives

Upon completion of this course, participants will be able to:

• **Identify** the current landscape of Artificial Intelligence and its specific applications within the HR value chain.
• **Evaluate** and select appropriate AI-powered tools for talent acquisition, performance management, and employee engagement.
• **Develop** a strategy for integrating AI ethically, focusing on bias mitigation, transparency, and data privacy.
• **Design** AI-enhanced processes that significantly improve the employee experience from onboarding to exit.
• **Quantify** the return on investment (ROI) and efficiency gains realized through HR AI implementations.
• **Lead** the change management process required for successful AI adoption within the HR function and the broader organization.
• **Understand** the future trends of generative AI and automation in shaping HR roles and skills.
• **Formulate** an AI governance framework to ensure responsible and compliant technology use.

Target Audience

• Senior HR Leaders and CHROs responsible for technology and innovation strategy.
• HR Information Systems (HRIS) Managers and Technology Specialists.
• HR Business Partners (HRBPs) driving digital transformation within business units.
• Talent Acquisition Leaders seeking to optimize sourcing, screening, and candidate experience.
• Professionals involved in HR operations, process improvement, and digital change.

Interactive case studies, Vendor selection simulation, Ethical AI debate sessions, Group exercise on building an AI governance policy, Expert guest speakers, Technology demonstrations and walkthroughs.

Outline

Unit 1: AI Foundations and the Strategic HR Landscape

Introduction to AI and Machine Learning

• Defining Artificial Intelligence, Machine Learning, and Deep Learning.
• Mapping AI capabilities to the strategic HR lifecycle.
• Case studies of successful AI adoption in global HR functions.
• Understanding the risks and opportunities of AI in the workplace.

The Business Case for AI in HR

• Calculating the potential ROI of AI-driven HR solutions.
• Identifying high-value HR processes for AI implementation.
• Benchmarking current AI adoption levels across industries.
• Developing a preliminary AI implementation roadmap.

Unit 2: AI in the Talent Acquisition and Management Lifecycle

AI in Sourcing and Screening

• Leveraging AI for passive candidate sourcing and market mapping.
• Using machine learning for resume screening and candidate matching.
• Implementing conversational AI (chatbots) for candidate engagement.
• Mitigating algorithmic bias in hiring systems.

AI for Performance and Development

• AI-driven personalized learning and skill gap analysis.
• Using NLP for sentiment analysis of performance feedback.
• AI's role in succession planning and high-potential identification.
• Automating administrative tasks to free up HR's strategic time.

Unit 3: Ethical AI and Governance

Addressing Algorithmic Bias

• Understanding how bias enters HR data and AI models.
• Techniques for bias detection and mitigation in talent decisions.
• Designing for fairness, transparency, and explainability (XAI).
• Legal and regulatory framework for AI in employment (e.g., EU AI Act).

Data Privacy and Security

• Best practices for securing sensitive HR data used by AI systems.
• Compliance with global data protection regulations (GDPR, CCPA).
• Ensuring employee consent and notification for data use.
• Establishing a clear AI governance council and policy.

Unit 4: Generative AI and the Future of Work

Applications of Generative AI

• Using Generative AI for drafting job descriptions and performance reviews.
• Creating personalized employee communications and training content.
• The role of GenAI in building knowledge bases and self-service HR portals.
• Evaluating the quality and accuracy of GenAI output in HR.

AI and the Transformation of HR Roles

• Identifying HR skills needed in the age of AI.
• Strategies for upskilling and reskilling the HR function.
• Redesigning jobs that are heavily impacted by automation.
• Forecasting the overall impact of AI on organizational structure.

Unit 5: Implementation and Change Management

Vendor Selection and Technology Integration

• Key criteria for selecting HR AI vendors and platforms.
• Strategies for integrating new AI tools with existing HRIS.
• Proof of concept (POC) design and pilot program execution.
• Scaling AI solutions across different business units or regions.

Leading the Change to an AI-Powered HR

• Developing a communication strategy to address employee concerns about AI.
• Training and onboarding employees and managers on new AI tools.
• Measuring adoption rates and continuous improvement of AI systems.
• Positioning HR as a champion of ethical and effective AI use.