Self-paced AI courses for HR and people teams

AI for HR and People Teams teaches HR advisers, business partners and people operations staff to decide which tasks in their own week an AI tool may draft and which a person must decide. You finish with three reusable drafting briefs and a hold list of information you never paste, so employee data stays protected.

EU AI Act Literacy for HR and L&D explains to HR and learning professionals what Article 4 of the EU AI Act asks of organisations and how to plan literacy measures by role. You finish with a role map and a record outline of measures taken, which prepares evidence without claiming anyone is compliant.

Redesigning Workplace Learning teaches learning and development practitioners and programme owners to rebuild one real programme around a skill people can show in their work. You finish with a one-page redesign sheet built on a realistic task and a check, so the programme proves what people can do rather than what they have watched.

Hiring and Selection with AI teaches recruiters, HR advisers and hiring managers to decide which recruitment steps a model may draft and which a person must decide. You finish with a one-page selection standard for a real vacancy, covering fairer adverts, meaningful human review of shortlists and an audit trail your organisation can stand behind.

Performance and Feedback with AI teaches line managers and HR business partners to use AI only to prepare for a real feedback or performance conversation. You finish with a signed preparation sheet based on what you have seen rather than inferred, so the judgement is clearly your own and the conversation is fairer.

AI Adoption for Line Managers teaches team leaders and supervisors to review work their people have produced with AI tools, using a short standard in regular one-to-ones. You finish with a one-page one-to-one standard card for your team, so work is checked and owned by the person who made it without you rewriting it.

Building a Workforce Skills Plan teaches HR business partners, L&D leads and heads of function to build a skills plan from changes to the work that have already been decided. You finish with a one-page plan for the next two quarters, so training effort goes where the work is actually changing.

HR Operations with AI teaches HR administrators and people operations staff to add one checked AI step to a repeating operation such as offer letters, onboarding or leaver processes. You finish with a written workflow a colleague could follow, including who checks what and how an error is caught before it reaches an employee.

Employee Data, Privacy and AI teaches HR and people operations staff to recognise personal data about workers and decide what may go into an AI tool. You finish with a signed team rule, including a red-list and a clear answer for managers, so staff information stays protected.

Measuring Whether Training Stuck teaches L&D practitioners, HR business partners and programme sponsors to look past completions and satisfaction scores to changes in the work itself. You finish with a measurement sheet for one real programme, with signs a manager can see two weeks later, so you can show whether the training made a difference.