AI governance in HR
Who authorises, controls and suspends an AI use case in your HR processes?
3500 € per session, excl. VAT
In short
Two days to build a prototype for the governance of AI use in human resources: map risks, allocate responsibilities, formalise authorisations and test controls. The course results in an operational dossier and a pilot plan, without automating any sensitive decisions or claiming to operationalise the framework at scale.
Why this training?
In HR, a fabricated answer about leave or a biased interview summary can affect employees. A charter alone does not always specify who checks the results or who can stop a use case. Governance turns these intentions into responsibilities, evidence and checkpoints. Generative AI helps prepare documents; judgement calls and approvals remain human, with legal requirements to be checked with your legal department. Running case study: The fictional organisation ‘Virelune Maintenance’ wants to establish a framework for three requests: drafting job adverts, answering questions about leave and analysing interview reports. There is no shared authorisation process between HR, IT and legal. Transfer to the workplace: Present the prototype to the HR sponsor and control functions, have the scope approved by a qualified professional, then launch only the authorised pilot, with an incident review and a documented decision on whether to continue.
Objectives of this training
- Map HR AI use cases and their risks
- Assign authorisation and control responsibilities
- Draft a process for assessing requests
- Test controls using simulated incidents
- Define the pilot’s indicators and stop conditions
Who is it for and what are the prerequisites?
Roles and tasks concerned
- HR directors and HR transformation leads
- AI leads, HRIS managers and risk managers
- Legal, data protection and security partners
Prior skills
- Know an HR process and its approval workflows.
- Be able to use a generative assistant and check its answers.
What you will work on
Define the use case boundaries
Objective: Set the HR scope. Purposes, users, people affected; assistance versus decision-making.
Assess the risks
Objective: Prioritise controls. Confidentiality, bias, hallucinations and consequences for employees.
Organise responsibilities
Objective: Distinguish assessment, approval and monitoring. HR sponsor, business function, security, legal; arbitration and deputising arrangements.
Build the authorisation process
Objective: Make decisions traceable. Request, evidence, restrictions, approval and reassessment.
Establish rules for data and tools
Objective: Define the conditions of use. Minimisation, access, retention and internal sharing rules.
Design the controls
Objective: Check HR outputs. Internal sources, qualified review and checks for bias.
Plan for incidents and appeals
Objective: Organise a human response. Reporting, suspension, correction and challenges to an output.
Test the prototype
Objective: Identify weaknesses in the framework. Tests of authorisation, disclosure and bypassing approvals.
Measure quality
Objective: Define actionable monitoring. Compliance of answers, controls performed, incidents and turnaround times.
Prepare the pilot
Objective: Submit a limited deployment for approval. Scope, milestones, professional approval and stop conditions.
What you take away
- HR use case register and risk matrix
- Responsibility matrix and authorisation process
- Prototype charter and controls dossier
- Simulation report and measurable pilot plan
Method and assessment
- Short inputs followed by immediate practice using the running case study.
- Individual work followed by work in pairs, with peer review of outputs.
- Guided group discussion: what works, what needs correcting and what remains a human decision.
- Preparation: Identify three intended use cases, without sharing personal data. Gather the available internal rules and identify the tools authorised by the organisation.
Observable criteria: Each use case has an owner, a purpose and explicit limits. ; Each authorisation requires evidence and an identified approver. ; Sensitive scenarios trigger suspension or escalation to a human. ; Simulated anomalies are logged with a corrective action. ; Each indicator specifies its calculation, source, frequency and owner..
Frequently asked questions
Are employee files used?
No: fictional or anonymised exercises, using authorised tools only.
Can candidate selection be automated?
No. No sensitive decisions are automated during this course.
Does the dossier constitute legal approval?
No. The applicable requirements must be checked with your legal department.
What does the duration cover?
14 hours excluding breaks, spread over two days; a tested prototype, not actual operationalisation at scale.
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